The painful truth is that often we make hiring decisions based on our gut feeling. What ends up happening is that we either hire the wrong person or end up rejecting the right ones. Especially now, when the war for talent is more prominent than ever and finding the best-fit candidates is difficult, the ability to look into the future and see how employees perform before they are actually hired would be a dream come true.
Now there are two most common ways through which a candidate’s suitability for a role is assessed: resume screening and traditional psychometric tests.
In this blog, I want to tell you a bit more about psychometric testing in recruitment.
What is psychometric testing?
Psychometric tests have been around for approximately 200 years and have become a popular method of measuring and assessing intelligence and aptitude of individuals. So it’s nothing new and more than 75% of The Times Best Companies to Work For are using it and seeing positive changes in their teams!
So, let me explain to you what exactly psychometric testing means.
Psychometric tests are psychological tools, which are developed and validated according to a scientific method, to measure a candidate’s cognitive abilities, personality, and aptitude. Cognitive ability tests, in this case, can be seen as a subgroup of aptitude assessments. These tests have become an increasingly popular method in HR processes – whether it be when assessing the dynamics of current employees or assessing the suitability of candidates for specific job roles.
”It’s scientifically proven that human beings are bad judges of themselves and others.”
”Psychometric tests allow us to start seeing what we can’t visually observe. It allows us to take that look inside someone’s brain. It allows us to judge ourselves and others based on science, instead of bias.”
Leonie Grandpierre, Neuroscientist at Equalture
What kind of traits do psychometric tests measure?
There are two main types of psychometric tests that are most commonly used within HR processes: aptitude and personality tests. At the core of aptitude tests is the measurement of cognitive abilities and reasoning skills, whereas, personality tests place a focus on exploring an individuals’ values and motivations. So, long story short – personality tests are focused on determining the personality characteristics of each individual and aptitude tests focus on cognitive abilities.
Aptitude tests: Cognitive ability/GCA
Aptitude tests measure the general ability to learn, solve problems and process information. In fact, General Cognitive Ability (GCA) is the #1 most important trait determinant of job performance. Some examples of the things that are measured by GCA assessments include reasoning, memory, problem solving skills and so on. It has the highest validity and also the lowest application costs. It is also the best predictor of job-related learning.
For example, people who score higher on a GCA test are more likely to be able to acquire more knowledge and skills in a shorter period of time. Whereas, people who score lower might struggle with this.
An example of an aptitude test: Figure Series Test.
In contrast to aptitude tests, personality tests assess personal behaviour preferences. Basically the way in which an individual prefers to work. At the core of personality tests or questionnaires is the idea that it is possible to quantify one’s intrinsic personality characteristics by asking a multitude of questions related to an individuals’ thoughts, feelings and behaviours. Two of the most popular personality tests include: Myers-Briggs Type Indicator (MBTI) and the Big Five personality traits.
Being aware of various personality aspects of a candidate is absolutely crucial as it can be the determining factor for whether the person is a fit with the organization in terms of attitude, general work style and overall personality.
An example of a personality questionnaire.
3 advantages of psychometric testing
Psychometric tests can objectively reveal the part of human beings that you can’t read from a resume, yet the parts which do have a significant impact on your hiring success.
There are three main advantages of using psychometric tests in recruitment:
Eliminate bias (Both screening + interviews).
This means that all the candidates are being assessed equally while you are simultaneously getting to know the person behind the CV objectively.
Improve hiring success.
Psychometric tests focus on personality, (soft) skills and cognitive ability, which have proven to be the best predictors of future performance.
Improved hiring efficiency.
You are provided with an already interpreted report for each and every candidate, in a standardised format, saving you a lot of screening time.
Eliminate bias (Both screening + interviews).
Eliminating bias from the hiring process can often seem like a tricky and complex puzzle. However, if bias is not eliminated from the hiring process, we tend to make hiring decisions that are based on our own subjective feelings and thoughts rather than on facts. This results in an increasingly high rate of mishires, which in turn leads to large financial losses on a company wide level.
Hiring based solely on resumes or similar traditional assessments gives you misleading and inconsistent insights. Furthermore, your first impression of the candidates might end up being heavily influenced by personal bias (these are 10 types of unconscious hiring bias causing unfair screening). And once bias creeps into your hiring process, your talent pool becomes less diverse and inclusive.
Using psychometric tests helps you fight bias both during the candidate screening and the interview process. These tests are made unbiased as they use standard methods of assessment such that every candidate is provided with the exact same set of questions and instructions.
This means that all the candidates are being assessed equally while you are simultaneously getting to know the person behind the CV objectively. Additionally, since you’ve already collected a lot of information prior to the interview you can now focus on diving into this information. This way you can get the right first impression about each candidate and prevent wrongfully rejecting candidates in the future, as well as make better hiring decisions.
Improve hiring success.
If you have not yet used psychometric tests as pre-employment assessments – you’re missing out. Pre-employment assessments in general help you raise the quality of your hires by helping you find the very best candidates in terms of both job and team fit even before the first interview. Additionally, research shows that psychometric tests are one of the best predictors of future job performance as they measure Cognitive Abilities.
Improved hiring efficiency.
By using psychometric tests you not only eliminate bias from both the screening and interview process but also improve hiring success. But is it a more efficient process than quickly skimming through resumes and motivation letters? It may at first seem like implementing psychometric testing and using these tests during the candidate screening process is time consuming, however that is not the case.
Psychometric tests, in fact, allow you to more accurately, easily and efficiently sort through the applicants. It is the dream of everyone working in human resources – it can reduce the workload of going through large numbers of unsuitable candidates drastically.
Want to learn more about why psychometrics tests are so important in hiring?
6 disadvantages of psychometric tests
Psychometric testing is an intuitive model that no doubt reaps great benefits for some recruiters and those in hiring positions.
In fact, it’s being used increasingly at all levels and stages of the recruitment process.
The use of a psychometric or other aptitude test can be handy for everything from filtering out weaker candidates in large-scale hiring processes for junior positions to delving deeper into the minds of finalists for executive roles.
However, it also comes with many often overlooked disadvantages.
Problem 1. Endlessly trainable
People can endlessly train for a traditional Figure Series test – the internet explodes from websites, courses, and even books to become a pro.
Problem 2. Easy to manipulate
When presenting candidates with a multiple-choice personality questionnaire, they will consciously think about the answer that suits the job best, instead of the answer that fits them best. This is what we call social desirability. Even for perfectly honest candidates, a self-assessment may not be very predictive of actual behaviour given research showing how inaccurate self-assessments can be*.
Problem 3. Stressful for candidates
Have you ever heard a candidate saying they enjoyed completing a Figure Series test or a Big Five personality questionnaire or did not find it stressful?
Well, I certainly have not.
Problem 4. Culturally biased
Socially desirable behaviour differs per culture. For example, someone from Asia will have a different perspective on desired behaviour than someone from Europe, resulting in cultural bias.
Problem 5. High candidate drop-off rates
Traditional psychometric tests usually produce high cognitive load for test-takers, which can result in high dropout rates during the hiring process. That’s not all – traditional psychometric tests take on average 45-90 mins to complete.
On average, 73% of candidates abandon an application if the process takes too long, and 49% of candidates would consider applying for a role instantly if the process appeared simple.
Problem 6. Inaccurate results
Traditional psychometric tests have fixed answers. Which might not come across as an issue at first, however, it automatically implies that the person taking the test only has a set of answers to pick from. What if they do not identify themselves with either? This results in inaccuracy.
The result of a person can be mentioned as introvert after a psychometric test, but in general and reality, the individual can possess an introvert as well as extrovert personalities. There’s no black and white when it comes to personalities.
Resolving the flaws of traditional psychometric tests: Game-based assessments
Traditional psychometric tests have shown some weak spots that gamification is capable of overcoming. Game-based psychometric tests are integrated more and more often. This innovative format is based on and validated through the same science, while simultaneously solving the weaknesses of traditional formats.
- During the game, candidates can hardly fake their reactions; what they would normally do when asked directly, for instance.
- No room for (cultural) bias as gamified psychometric tests do not include a lot of text and are focused on the application of game technology elements to measure traits.
- Gamified psychometric tests are more immersive, meaning that they make a candidate forget that they are assessed. This reduces stress and anxiety, resulting in a much better Candidate Experience.
Our game-based psychometric tests allow you to first assess your current team’s skills, personalities, and cultural traits. Consequently, let your candidates complete the games right away during their job application to get to know the person behind the CV and objectively benchmark their skills and personalities against your team, culture, and industry.
TLDR: Gamification in Recruitment
Have a chat with us and we will gladly tell you why we’ve chosen to work with a gamified format over traditional format of psychometric tests – don’t worry, no strings attached!