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Matching Candidates and job roles based on Psychometric Tests

Nowadays all big MNCs have started using the psychometric test as a part of the talent acquisition process. These tests are specially designed using the scientific method to measure the attitude, personality, knowledge and the cognitive capability of an individual. They help to match candidates' personality and cognitive abilities with the role-based requirements; to measure the candidates’ suitability for the job role. Psychometric test results provide the employer with the information which is used to identify the hidden traits of a candidate that is hard to extract in a personal interview. They can predict the candidates’ performance and are very reliable.

The Psychometric tests are conducted to evaluate a candidates’ intelligence, aptitude, and behavior. It also gives an insight into how well the person will be able to handle pressure and their working style.

What is Psychometric?

The term ‘Psychometric’ has a Greek origin, it was originated by merging two words ‘Psyche’ and ‘Metric’ meaning mental and measurement. The literal translation of the word ‘Psychometric’ is ‘measurement of the mind.’

Psychometric is a part of psychological science that studies the various psychological variables of a human brain such as intelligence, aptitude, motivation, and personality through various quantitative tests.

Types of Psychometric test

The most common types of psychometric assessment are

1. Aptitude Tests

Aptitude test is a systematic test designed to determine the abilities of an individual in a particular skill or area of knowledge. Each test has a standard way of administration and evaluation with a quantifiable result. Aptitude test varies according to the skill requirements. Aptitude test is further categorized as:

a. Numerical reasoning test

Numerical reasoning test is often conducted to assess basic mathematical ability. It identifies the way an individual interprets data in forms of report, graphs or charts through a series of combination of written and statistical questionnaire.

b. Verbal reasoning test

Verbal reasoning test determines an individual’s ability to make an informed decision based on the detailed written information.

c. Inductive reasoning test

Such tests require an individual to identify various trends and patterns using a diagrammatic information.

d. Diagrammatic reasoning test

These tests provide a series of multiple choice question using flowcharts and diagrams. The test is used to assess the capacity of an individual for logical reasoning.

e. Logical reasoning test

Logical reasoning test or the deductive reasoning test evaluate individuals on their skill of reaching a conclusion based on the provided information.

f. Error checking test

The test is focused on evaluating an individual’s ability to identify errors in complex data (it could be some alpha-numeric characters or any sort of code).

Aptitude tests are usually comprised of multiple-choice questions clocked into a specified time frame. These tests are mostly used in firms specializing in technological innovation.

2. Skills Tests

Skill tests are conducted to evaluate an individual’s competencies to perform a certain task or function. It determines whether an individual is capable to effectively perform the assigned task as per the job requirement or not. Skill tests vary according to the job roles; it may include something like coding an application for the position of a Developer or designing a theme for the Designer position.

Skill tests can also help employers to figure out the specific training needs for their employees. It gives an accurate and unbiased gauge of a person’s ability. It can also help to predict the performance factors such as precision and speed.