At AMC we invite our clients to use psychometric profiles for short- listed candidates. What are the advantages for our clients?
First a word about what is a psychometric test. It presents clients with a picture of the candidate’s personality, but it is not an assessment of skills or aptitudes.
Psychometric tests offer a client information about how a candidate will approach the job. For example, as an introvert, or someone with high attention to detail. Interview questions can then be targeted to explore how a candidate might approach important aspects of the role. For example, how would an extravert handle a job with a high public profile.
A test can show what sort of leader a person might be. For example, directive or consultative, or a delegator. The client can assess how a candidate’s style might fit with the culture in the organisation. For example, if the culture is very collaborative, how would a directive leader respond to this?
Also, what sort of boss would be ideal for a candidate. A candidate who is very self-reliant will want to be left alone to deliver results, and might not work well with a micro-manager boss.
It seems likely that in future, more selection will be carried out online. The information provided by psychometric tests can be particularly useful when there is less, if any, face-to-face contact with the candidates.
Good tests will have gone through a long and rigorous process to ensure they show what they claim to show, and are reliable over time. Many can also flag up if a candidate has been inconsistent in their answers, maybe in the mistaken view that they can present themselves in a favourable light.
People are adaptable, so an introvert can appear outgoing at work, but will need some private time to recharge their batteries. It is important that tests are interpreted by a qualified professional who can select the correct test and provide informed feedback.
Psychometric tests must be used to complement the traditional sources of information such as CVs, references, and application letters. They should never be used as the sole criterion to select or reject a candidate.
If you would like to find out more about how psychometric testing might help in your selection process, please get in touch: ku.oc.drallimynohtna@ikkin
