Have you ever come out of an interview and thought you didn't come across as well as you wanted to? You're not alone, it is a fact that some people interview better than others and often how the interview went is not a true reflection of how the individual will fare in the role as an interview does not measure capability (of course a good interview is always better!)

When a company is looking to hire a new team member there are many factors to consider, as well as how well they will do the job itself there is also how well they will fit into the existing team and how they may develop in the future within a role. It is often difficult to find the answer to all the different traits and employer looks for in a short face to face interview which is where Psychometric Testing comes in.

What is psychometric testing?

Psychometric tests can be used to measure a range of skills such as numerical, verbal, abstract, logical reasoning and personality traits.

For an overall snap shot of a person’s ability and intelligence aptitude tests are mainly used for this purpose.

The format of tests varies and can either measure single factors i.e. verbal reasoning or multiple variables. Tests typically consist of knowledge tests, personality questionnaires and accuracy tests.

The benefits of using psychometric testing are that the results generated provide an accurate summary of a potential employee’s skills and abilities. The format and scientific nature of the tests also mean that results are very difficult to “dupe” or “fake”.

In contrast to interviews the structure of tests stays exactly the same meaning that everyone goes through the same hiring progress; this consistency is beneficial as all candidates are treated fairly and the tests examine their true skills and abilities rather than what they pitch to have the capability of doing. The tests display 'the proof that’s in the pudding!' There is no right or wrong answers as the test are used to assess the skills of the individual whilst revealing any hidden traits. Tests can uncover if some candidates are over qualified for the role meaning that they could became de-motivated at a quicker rate than a candidate who is perfectly qualified but still has scope within them for progression. The recruitment process should be seen as an investment and tests help to demonstrate how your investment would thrive in the workplace..   

Why do companies use psychometric tests in addition to traditional interview?

Although interviews normally follow a set of questions it is common that at some point the conversation defers from the subject matter making it harder after the meeting to summarise everything that has been covered.

Along with the benefits of accuracy and consistency the results generated is the ideal data to use when going through the process of bench marking. The results not only show how the candidates compare to one another but also indicate how the candidates compare to to the interviewer's expectations therefore helping them to make an informed business decision. The tests provide the ability to recruit the employees which are truly the best fit for the business leading to an employee who is likely to fit in better in the company which in turn leads to a higher employee retention rate. 

If you're asked to take a psychometric test don't panic, ultimately they are assessing you're personality and whether you would be a right fit for the job. As there are no right or wrong answers you cannot pass or fail so just think carefully about each question and reply as honestly as you can.


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