How Can We Set a Benchmark Score for Psychometric Tests in Hiring Decisions?

Hi everyone, we have been conducting psychometric assessments for our employees after they join. Now, we aim to integrate this process into our Recruitment and Selection procedures. Therefore, we need to establish a benchmark score to utilize this assessment as a decision-making tool when choosing between two or more shortlisted candidates. How can I determine this benchmark score? I would appreciate it if you could share your ideas.

Dear Avleen, if you are conducting post-recruitment psychometric tests, what are your observations? Have you studied these tests? What was the effectiveness of these tests? How many times was your recruitment effective, and how many times was it not? By the way, were these tests paid for or just downloaded from Google?

In the past, I have replied 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 in your post.

Thanks,

Dinesh Divekar

Thank you for your very relevant query. The psychometric assessment tool is a valuable instrument for understanding the psychology of candidates for job profiles during the recruitment process. The majority of professionally managed organizations utilize this tool to recruit the right candidates for their esteemed organizations. There are many organizations available in the market to conduct this test and provide confidential reports on it.

This process is essential for assessing the thought process of candidates for specific job profiles and the value system of the organization. You can seek help from a third party.

I would like to add one more thing here; please review other processes of the Human Resources Department such as performance management, talent management, employees' career planning, organizational values, vision and mission, and work culture before initiating this process.

Ultimately, this is a beneficial process for recruiting the right person for the right job/position.

Thanks and regards,

Psychometric Assessment Tests

Psychometric assessment tests are 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 and cognitive skills to personality assessment.

Using Psychometric Tests in Recruitment

Dear Psychometric Test Enthusiast,

It is nice to know that you are using psychometric tests after the person has joined. However, it is not known what tests you administered and the purpose for which they are used. It is also not clear whether the tests were given departmentally or outsourced. If they were given departmentally, I assume you have a certified or well-trained competent person to administer and measure the scores.

Now, you wish to use these tests for recruitment and selection and have inquired about benchmark scores for comparison between the candidates. You must be aware that there are some well-known tests such as Personality Profiling, MBTI, 16 Personality Factor Questionnaire, and DISC. I am not sure if benchmark scores are available for Indian candidates under each of these tests and others.

You need to identify which test is most suitable for your purpose and then consider benchmarks if available at all. I recommend checking with reputable companies in the IT, Pharma, and FMCG sectors, as well as the Army, police, and Banks, who have experience with these tests.

Regards, Vinayak Nagarkar HR and Employee Relations Consultant

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, you need to be trained to use a standardized test for which you need to buy a license. There are several popular ones, as mentioned by others above. Have you evaluated tests and chosen one?

2. Assuming that you have taken care of point 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 to 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 to get the benchmark/cut-off 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

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