Dinesh Divekar
Business Mentor, Consultant And Trainer
Nagarkar Vinayak L
Hr And Employee Relations Consultant
Sharmavk05
Founder & Director, V K Dynamic Leadership

Hi everyone, we have been doing a psychometric assessment for our employees after their joining. But now we want to establish it as a part of Recruitment and selection. So we want to decide the benchmark score so that we can use this assessment as a decision-maker for hiring out of 2 or more shortlisted candidates. How can I do that? Please share your ideas.
From India, Ludhiana
Dear Avleen,

If you are conducting post-recruitment psychometric tests then what are your observations? Have you done study of these tests? What was the effectiveness of these tests? How many times your recruitment was effective and how many times it was not? By the way, were these tests paid ones or just downloaded something from Google?

In the past, I have given replies on this subject several times. Click the following links to refer to those:

https://www.citehr.com/621167-psycho...ml#post2449052

https://www.citehr.com/594477-free-w...ml#post2379124

https://www.citehr.com/560944-expert...ml#post2302034

https://www.citehr.com/564282-psycho...ml#post2309142

https://www.citehr.com/529954-design...ml#post2236661

Go through the above links and then come up with additional information on your post.

Thanks,

Dinesh Divekar

From India, Bangalore
Dear Avleen,

Thanks for your very relevant quarry. The psychometric assessment tool is a very useful tool to understand the Psychology of the candidate for the job profile during the recruitment process. Majority of the professionally managed organisation are using this tool for recruiting the right candidate for their esteemed organisation. There many organisations available in the market to conduct this test and will submit their confidential report on it.

This process is an important process to assess the thought process of the candidate for that job profile and value system of the organisation. you can take help from the third party.

I would like to add more thing here, please check your other processes of the Human Resources Department like - Performance management, Talent Management, Employees Career Planning, Value System and Vision and Mission of organisation, Work-culture etc, before starting this process,

Finally, this is a very good process to recruit the right person in the right job/ position.

Thanks and regards,

From India, Delhi
psychometric assessment test is an objective way of assessing the potential ability of candidates for particular job roles. With these tests comes the convenience of evaluating a variety of skills ranging from levels of knowledge, cognitive skills to personality assessment.
From India, Pune
Dear Psycho metric test enthusiast,
It is nice to know you are using psychometric tests after the person has joined.
It is not known what tests you admininistered and the purpose for which it is used . It is also not clear whether tests were given departmentally or outsourced. If given departmentally , guess you have certified/ well- trained competent person to administer and measure scores.
Now you wish to use these tests for recruitment and selection and queried about benchmark scores for comparison between the candidates.
You must be knowing there are some well-known tests such as Personality Profiling, MBTI, 16 Personality Factor Questionnaire and DISC and I am not sure any bench mark scores are available for Indian candidates under each one of these and others.
You need to identify which test is most suitable for your purpose and then think of benchmark if at all available.
You may check with good corporates in IT, Pharma and FMCG sectors as well as Army, police and Banks who have tried and tested it.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant

From India, Mumbai
Hi Avleen,
I have seen other responses to your question, and I think I have something to say which might help you:
1. If you are going to put the psychometric testing to use by yourself? If so, you need to be trained to use a standradized test, which you need to buy a license for. There are several popular ones, as mentioned also by others above. Have you evaluated tests and chosen one?
2. Assuming that you have taken care of (1) above, then I understand that you want to establish cut-off scores. However, have you researched the scores of people who are already successfully doing those jobs? You might need to establish whether the psychometrically derived scores on selected factors are subject t correlation or causality. Again, assuming that you have already run the regression and there is significant causality, then you need to use the scores in your own pool and you would get the benchmark/cutoff score.
We are academic people here, not commercial, and would be happy to help you if you need to work more. Feel free to contact us.
Best wishes,
Team HRM For Non-HR Managers

From India, Raurkela
Hi Avleen!
I believe your test will give you their pros & cons, Traits etc.
What I would recommend is, you need to categorize the set of skills and qualities required for a specific job role and designation, then only you would be able to find a good, potential candidate.
There are few good and comprehensive test available or you can design your own as well.
What's important is, it should suggest you the combination of results.

From India, Mumbai
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