Assessment and Psychometric Testing Tips for Corporate Organizations

Everything is digital and on-line now! From buying apartments and villas to groceries, in a digital world, few things need to be done in person. In such a scenario, why should the hiring process of employees of a firm be out-dated? Today, assessing applicant is completed even before even going through his resume. Such an inspection/glimpse into the applicant’s inner thoughts is known as Psychometric testing.

As the name suggests, it provides psychological inputs into the mental and emotional processes of the applicant. It not only includes aptitude and numerical questions, but is a full package of verbal, numerical, abstract, reasoning and personality-related questions, which closely evaluate whether the applicant is appropriate for the particular job type or not.

Personality tests are not intended to judge the candidate’s knowledge. They help to reveal aspects of character and psychological structure, in order to verify whether the person is suitable for the specific job. If not, the person may be perfectly suited for another. It all depends on the job requirements that are in question.

The main advantages of these tests are that they can be conducted and taken from anywhere; relatively more candidates can participate, without overloading the HR team, as they only have to schedule to meet candidates that passed the test.

Employees are the backbone of every organization. Each organization is also looking for the best. And to get the best, an overall personality examination is required. However a person cannot be judged solely on numerical problems or reasoning. Many people who do have a high level of expertise in this area fail in reality. Numerical expertise does not indicate anything about the person’s expertise in tackling real pressure.

Online Psychometric testing gives organization insights into the applicant’s mind. The employer can gain information into this from a distance, as the results portray the candidate’s thinking and problem handling approach. One can easily test whether the person applying for the job will be able to cope with the pressure and workload or not. This lets the organization gauge the strengths/weakness, pressure-handling ability, etc. of an applicant which otherwise may not directly be available to them.

A person should be alert while applying for any job, gather entire information regarding job profile and the corporate environment he/she is applying for. To succeed in the psychometric test, candidates should first analyze strengths and weaknesses, improve their comprehension skills, and build their team player qualities.

The main three qualities that candidates are tested on are:

1. Competence: measured by an aptitude test. This is to assess the numerical and reasoning skills of the applicant. However, being a topper on it doesn’t affect the overall score.

2. Emotional intelligence: To check the candidate’s state of mind in particular situations where emotional aspects are high. This depicts whether emotional issues will cloud decision-making and whether this will be beneficial for the organization or not. It gauges one’s interpersonal and intra-personal qualities.

3. Ethics: which not only determines whether the person is trustworthy/conscientious/punctual regarding work, but also if he is compatible with the organization’s environment, values and culture.

Candidates can ensure success by preparing in advance. Although assessment techniques depend on which organization and job role you are applying for, some groundwork to brace are required.

Tests like the In-Tray assessment may be given, where you are asked to demonstrate the real life objects you are going to encounter while working. Role Playing, where the applicant is put into different, challenging and crucial situations to check efficiency and stable mind set. Psychometric test, to check technical skills, personality, verbal and logical reasoning, problem solving approach and many more.

Finally, one should brush up on two very important skills: one’s communication skills and dialog delivery. Many organizations often ask candidates to give a group or individual presentation, in order to check verbal fluency and confidence. After being fully assured of the candidate’s suitability, the organization may provide the person with the job in question.

To discover the one who is best suited for the job, different assessments and psychological tests are necessary. Unlike other general on-line tests, psychometric testing doesn’t only check knowledge, but also suitability for a particular job and organization.