Hi,
Nowadays, many companies are conducting psychometric tests to find the best fit for specific positions. However, in many cases, I have found that despite negative remarks in the psychometric results, the company still hires the candidate. I would like to know how helpful this tool is for recruitment.
Thank you.
From India, Vadodara
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3Nowadays, many companies are conducting psychometric tests to find the best fit for specific positions. However, in many cases, I have found that despite negative remarks in the psychometric results, the company still hires the candidate. I would like to know how helpful this tool is for recruitment.
Thank you.
From India, Vadodara
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Hi Ritesh,
Yes, the usage of psychometric tools not only in recruitment but also in assessments is prevalent these days. The reason is the fastest way to know about a candidate's personality and some of his behavioral traits, which cannot be found within a short time.
Psychometric tools should be used very carefully by someone who has knowledge about them, and their validity should also be taken into account. If the tool is not valid, there are chances of losing a right candidate.
A psychometric report should never be used as the final decision in recruitment. They should be used as a tool to gather details about the candidate.
Most freshers will be good in regional languages and not too bad in English, but they may lack skills in UK or USA English. Most of the psychometric tests are products of the US or UK, and the English is at their level.
When these psychometric tests are administered, many candidates may fill them out blindly if they don't understand certain words. The result could be an inaccurate report. If the company relies on the report as the final decision, they could risk losing a good candidate.
We can use psychometric tests as a tool to gather additional information. It's better if an aptitude test along with the technical test is used in the recruitment procedure as the deciding factor.
Regards,
Kiran
From India, Hyderabad
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Yes, the usage of psychometric tools not only in recruitment but also in assessments is prevalent these days. The reason is the fastest way to know about a candidate's personality and some of his behavioral traits, which cannot be found within a short time.
Psychometric tools should be used very carefully by someone who has knowledge about them, and their validity should also be taken into account. If the tool is not valid, there are chances of losing a right candidate.
A psychometric report should never be used as the final decision in recruitment. They should be used as a tool to gather details about the candidate.
Most freshers will be good in regional languages and not too bad in English, but they may lack skills in UK or USA English. Most of the psychometric tests are products of the US or UK, and the English is at their level.
When these psychometric tests are administered, many candidates may fill them out blindly if they don't understand certain words. The result could be an inaccurate report. If the company relies on the report as the final decision, they could risk losing a good candidate.
We can use psychometric tests as a tool to gather additional information. It's better if an aptitude test along with the technical test is used in the recruitment procedure as the deciding factor.
Regards,
Kiran
From India, Hyderabad
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Hi,
Nowadays, many companies are conducting psychometric tests to find the best fit for specific positions. However, in many cases, I have found that despite negative remarks in the psychometric results, companies still hire the candidate. I would like to know how helpful this tool is for recruitment.
Yes, I fully agree that these tests should not be used in isolation for recruitment purposes. Common tests like the 16 PF are highly reliable but must be administered by a certified psychologist. The same applies to the TAT.
A certified psychologist can also provide suggestions on the suitability of candidates for a particular job profile. Industry-specific tests can also be utilized.
Tests developed and practiced abroad may have cultural biases. Therefore, tests validated for Indian culture and norms should be used.
The findings of these tests may not be considered due to reasons such as a lack of complete understanding of the utilities of these tests, a lack of faith in the results, or incorrect presentation of the test findings.
Thank you, and keep smiling.
Major Panday
9818285623
From India, Delhi
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Nowadays, many companies are conducting psychometric tests to find the best fit for specific positions. However, in many cases, I have found that despite negative remarks in the psychometric results, companies still hire the candidate. I would like to know how helpful this tool is for recruitment.
Yes, I fully agree that these tests should not be used in isolation for recruitment purposes. Common tests like the 16 PF are highly reliable but must be administered by a certified psychologist. The same applies to the TAT.
A certified psychologist can also provide suggestions on the suitability of candidates for a particular job profile. Industry-specific tests can also be utilized.
Tests developed and practiced abroad may have cultural biases. Therefore, tests validated for Indian culture and norms should be used.
The findings of these tests may not be considered due to reasons such as a lack of complete understanding of the utilities of these tests, a lack of faith in the results, or incorrect presentation of the test findings.
Thank you, and keep smiling.
Major Panday
9818285623
From India, Delhi
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Dear all,
We have to be very careful in using psychometric tests, especially in the selection of tests. The test should be standardized for the population it is administered to. A certified psychologist is needed for the interpretation.
Regards,
Gervase Thomas
From India, Gurgaon
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We have to be very careful in using psychometric tests, especially in the selection of tests. The test should be standardized for the population it is administered to. A certified psychologist is needed for the interpretation.
Regards,
Gervase Thomas
From India, Gurgaon
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Hi,
I am Jo from Bangalore. I can be contacted at 09448270474 or via email at jo@indiafacilitation.org.
I provide Assessment Centre software solutions and training for selection. I have obtained my Level A&B certification from the British Psychological Society to administer and use Psychometrics for selection.
I use/provide 15FQ+, OPP, and Sales Preference Inventory as psychological assessments to support selection, along with a battery of Verbal/spatial reasoning tests. Ideally, psychometrics should be a part of the total assessment process, in addition to Competency-Based Interviews and simulations as conducted in an assessment centre.
Ethically (and legally in some countries), only valid, reliable, and publisher-recommended psychometrics should be used for selection. It is always essential to review the Technical Manual for scrutiny of the test.
Decisions on which tests to use and the weightage to assign should be based on a thorough job analysis. Only trained users, either by the publisher/distributor or neutral professional bodies like the British Psychological Society, should administer these tests.
I hope this information is helpful. Feel free to ask if you need more details.
Best wishes,
Jo
From India, Bangalore
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I am Jo from Bangalore. I can be contacted at 09448270474 or via email at jo@indiafacilitation.org.
I provide Assessment Centre software solutions and training for selection. I have obtained my Level A&B certification from the British Psychological Society to administer and use Psychometrics for selection.
I use/provide 15FQ+, OPP, and Sales Preference Inventory as psychological assessments to support selection, along with a battery of Verbal/spatial reasoning tests. Ideally, psychometrics should be a part of the total assessment process, in addition to Competency-Based Interviews and simulations as conducted in an assessment centre.
Ethically (and legally in some countries), only valid, reliable, and publisher-recommended psychometrics should be used for selection. It is always essential to review the Technical Manual for scrutiny of the test.
Decisions on which tests to use and the weightage to assign should be based on a thorough job analysis. Only trained users, either by the publisher/distributor or neutral professional bodies like the British Psychological Society, should administer these tests.
I hope this information is helpful. Feel free to ask if you need more details.
Best wishes,
Jo
From India, Bangalore
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Hi All,
Psychometric tests do help, but they should not be the sole criteria for final selection. Relying solely on these tests may cause you to overlook a potentially good candidate. As someone rightly mentioned, many candidates struggle with understanding US or UK English and may end up blindly selecting answers. I have personally witnessed this happening.
Mallet
From India, Hyderabad
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Psychometric tests do help, but they should not be the sole criteria for final selection. Relying solely on these tests may cause you to overlook a potentially good candidate. As someone rightly mentioned, many candidates struggle with understanding US or UK English and may end up blindly selecting answers. I have personally witnessed this happening.
Mallet
From India, Hyderabad
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I agree with you guys that some people will fill in the Psychometric Test blindly, but this is because it is in English. However, if the company has the license from the SHL company to translate it into your local language, it will be a more wonderful tool to use.
I would like to add one more tool that is very helpful to me, which is the Ability Test, also available in the SHL company.
Cheers.
From Saudi Arabia, Riyadh
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I would like to add one more tool that is very helpful to me, which is the Ability Test, also available in the SHL company.
Cheers.
From Saudi Arabia, Riyadh
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Hi,
My view may be unpopular, but I do not believe that psychometrics offer anything of value.
Please allow me to use my illness to demonstrate my objection. I have been diagnosed with myeloma. Statistical norms indicate that one third of people with myeloma will die within one year, one third will die within five years, and one third will live beyond five years. There is no way of knowing which group I fall into because while statistical norms can predict group behavior, they can never predict individual behavior. Since psychometric tests are based on statistical norms, they can also never predict individual behavior and never select the right individual for any particular post.
Regards,
Mark 51
From United Kingdom, Huddersfield
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My view may be unpopular, but I do not believe that psychometrics offer anything of value.
Please allow me to use my illness to demonstrate my objection. I have been diagnosed with myeloma. Statistical norms indicate that one third of people with myeloma will die within one year, one third will die within five years, and one third will live beyond five years. There is no way of knowing which group I fall into because while statistical norms can predict group behavior, they can never predict individual behavior. Since psychometric tests are based on statistical norms, they can also never predict individual behavior and never select the right individual for any particular post.
Regards,
Mark 51
From United Kingdom, Huddersfield
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Hi Mr. Kiran,
This is Ganges, doing my 2-year MBA. I joined the thread 2 days back. I am doing my project on "the role of psychometric tests in the recruitment process - is it important during recruitment freeze?" Through you, I came to know that psychometric tests involve a lot of assistance from an industrial psychologist, and it involves a lot of effort to select a suitable candidate. So, I want to know whether these tests are cost-effective during a recession period, since hiring a psychologist involves a lot of cost as my company does not have any. I hope to get your answers at the earliest. Take care.
From India, Madras
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This is Ganges, doing my 2-year MBA. I joined the thread 2 days back. I am doing my project on "the role of psychometric tests in the recruitment process - is it important during recruitment freeze?" Through you, I came to know that psychometric tests involve a lot of assistance from an industrial psychologist, and it involves a lot of effort to select a suitable candidate. So, I want to know whether these tests are cost-effective during a recession period, since hiring a psychologist involves a lot of cost as my company does not have any. I hope to get your answers at the earliest. Take care.
From India, Madras
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