You will need to decide which type of psychometric tests to employ during the recruitment process. One of the posts very neatly lists all the popular tests being used in the industry. If you have the allocated budget, then you might want to purchase these tests....the benefit of which is that the package will contain administrative instructions & training.
You also need to consider at what stage of the hiring process you will administer the tests. I used the MBT tests pretty extensively only after the final shortlist of candidates had been made. I personally feel that the decision to hire should not be based solely on the results of the psychometric tests, but rather on a broader criterion. Although, I must confess that there is a very strong temptation on the part of the hiring manager as well as the HR manager to "peek" into the results to compare against their personal judgments. I have tried to limit the use of the psychometric tests only AFTER the candidate has been selected and an offer made. The test helps in streamlining the persons induction, career-path and training process.
Do a simple search on Google for "psychometric tests" and that should get you started on some of the available on-line tests. Take the test for yourself and that should give you a pretty good understanding on their potential. I suggest some extensive reading-up about the tests to arrive at a fair decision about their usage for your particular organizational needs.
You also need to consider at what stage of the hiring process you will administer the tests. I used the MBT tests pretty extensively only after the final shortlist of candidates had been made. I personally feel that the decision to hire should not be based solely on the results of the psychometric tests, but rather on a broader criterion. Although, I must confess that there is a very strong temptation on the part of the hiring manager as well as the HR manager to "peek" into the results to compare against their personal judgments. I have tried to limit the use of the psychometric tests only AFTER the candidate has been selected and an offer made. The test helps in streamlining the persons induction, career-path and training process.
Do a simple search on Google for "psychometric tests" and that should get you started on some of the available on-line tests. Take the test for yourself and that should give you a pretty good understanding on their potential. I suggest some extensive reading-up about the tests to arrive at a fair decision about their usage for your particular organizational needs.