Everything is digital and online now! From buying apartments and villas to groceries, in a digital world, few things need to be done in person. In such a scenario, why should a company’s employee hiring process be out of date? Today, the applicant’s evaluation is completed even before his resume is reviewed. Such an inspection / glimpse of the applicant’s inner thoughts is known as a psychometric test.
As the name suggests, it provides psychological information on the mental and emotional processes of the applicant. It not only includes numerical and aptitude questions, but is a complete package of verbal, numerical, abstract, reasoning and personality related questions, which closely assess whether the applicant is appropriate for the particular type of job or not.
Personality tests are not intended to judge the candidate’s knowledge. They help to reveal aspects of character and psychological structure, in order to verify if the person is suitable for the specific job. Otherwise, the person may be perfectly suitable for another. It all depends on the job requirements in question.
The main advantages of these tests are that they can be done and taken from anywhere; Relatively more candidates can participate, without overloading the HR team as they only have to schedule to meet candidates who passed the test.
Employees are the backbone of any organization. Each organization also seeks the best. And to get the best, a general personality test is required. However, a person cannot be judged solely on numerical problems or reasoning. Many people who have a high level of experience in this area fail in reality. The numerical experience does not indicate anything about the experience of the person to cope with the real pressure.
Online psychometric tests provide the organization with information about the applicant’s mind. The employer can obtain information on this from a distance, as the results reflect the candidate’s approach to thinking and handling problems. One can easily test whether the person applying for the job will be able to cope with the pressure and workload or not. This allows the organization to measure strengths / weaknesses, pressure-handling ability, etc. from an applicant who might not otherwise be directly available to them.
A person should be vigilant when applying for any job, collect complete information about the job profile and the corporate environment that he is applying for. To be successful in the psychometric test, candidates must first analyze strengths and weaknesses, improve their comprehension skills, and develop their qualities as a team player.
The top three qualities candidates are evaluated on are:
1. Competence: measured by an aptitude test. This is to assess the applicant’s numerical and reasoning skills. However, being one of the best does not affect the overall score.
2. Emotional intelligence: To check the candidate’s state of mind in particular situations where emotional aspects are high. This describes whether emotional issues will cloud decision making and whether this will be beneficial to the organization or not. It measures one’s interpersonal and intrapersonal qualities.
3. Ethics: which not only determines if the person is trustworthy / conscientious / punctual at work, but also if it is compatible with the environment, values and culture of the organization.
Candidates can ensure success by preparing in advance. Although assessment techniques depend on the organization and job position you are applying for, some foundations are required to reinforce.
Tests such as the In-Tray Assessment can be taken, in which you are asked to demonstrate real-life objects that you will encounter as you work. Role play, where the applicant is faced with different, challenging and crucial situations to verify the efficiency and stable mindset. Psychometric test, to check technical skills, personality, verbal and logical reasoning, problem solving approach and many more.
Finally, one must review two very important skills: one’s own communication skills and dialogue. Many organizations often ask candidates to give a group or individual presentation, in order to verify verbal fluency and confidence. After being completely sure of the candidate’s suitability, the organization can provide the person with the job in question.
To find out who is best suited to the job, different psychological evaluations and tests are necessary. Unlike other general online tests, psychometric tests not only check knowledge, but also suitability for a particular job and organization.
