Psychometric testing is one of the most popular
selecting tools used by employers to identify suitable applicants for jobs in
the public and private sector (Armstrong, 2014). According to the psychometric
test guide of the Institute of Psychometric Coaching (2017), the use of
psychometric testing gives large and small organizations to know about job
seekers these days, and provide an opportunity to discover their core competencies
throughout the recruitment process.
Psychometric test can measure the human core
competencies and the strong positive abilities of a person during a
pre-recruitment stage and it gives the companies to consider and re-consider
their decision on the candidates (Reddy,2016).
Consulting testes that are conducted as a part of psychometric testes are
concerned in bringing out the purposefully measured positives of a person. According
to Reddy (2016), it brings out the real views of the candidates and the results
obtained are more accurate and reliable than the other means. Most of the
Organizations use psychometric testing today for the better prospects of the
Organization and this has been equally praised and criticized in the industry
in the current world.
Psychometric Testing
Psychometric testing is a mentality measurement test
which assesses intelligence or personality of the individuals using systemic
and standardized procedures which helps to predict to which extent the
employees will be successful in the job (Armstrong, 2014). The recruitment and
selection procedure present the employers with an opportunity to identify the
personality of the candidates even before they are absorbed to the Organization
(Bartram, 2004). According to the Oxford scientific dictionary, the
psychometric testing defines as the scientific study of the human mind and its
functions, especially those affecting behavior in the given context.
Types
of psychometric tests
The British Psychological Society (2002), mentions
that there are two main types of psychological tests that those which measure
ability, aptitude and attainment and those designed to assess personal
qualities which are believes, motivation and values. Number of various
psychometric testing methods were used over the time by most of organizations
on recruitment and selection process. International and local Organizations use
common recruitment and selection methods to stay competitive in the securing
optimal human resources (Bartram, 2004). Further, responsible assessment can
benefit the recruitment and selection of the candidates from previously
disadvantaged backgrounds as a part of a drive towards the equity in the
workplace (van der merwe,2002).
Advantages
of Psychometric testing
The use of psychometric testing has increased within
the recent years (Bartram 2001; Taylor, Keelty and McDonnell 2002; Anderson
2005; Wolf and Jenkins 2006). There are several possible reasons that explain
the vast usage of psychometric testing. First, the wide range of the resources
spread through out the internet has reduced the cost of testing and ease of
testing has been increased. Further, there is a growing awareness that the test
is an integral part of best practice for selection (Guest et al. 2003). In
addition, there is an improved awareness of predictive validity and reliability
of the specific tests(Cascio and Aguinis 2005; Wolf and Jenkins 2006).Among the
benefits of the test, it has unbiased approach which has no any favoritism is involved and much more fair and simple. As
these tests are doled out to the candidates in the groups, it saves lot of
money and time for the company. If a candidate is not selected, it gives an
opportunity to the concerned person to make a complete review about themselves
and provide opportunity to rectify the mistake. With these tests, the right
person to the right job is picked up. Further, it shows what individuals’
motives and mean time, applicants can find the right job which they love. Not
only it improves efficiency, but also it can be used at any stage of the
recruitment process (Reddy 2016)
It is argued in several occasions that this increased
professionalism in Human Resources Management and their involvement in
strategic decision making has implied that they have more influence in
Organizations and this may have increased the use of psychometric testing (Wolf
and Jenkins 2006; Farndale 2005). Use of psychological test is greater in
organizations that have Human Resources specialist compared with that other do not
(Hoque and Noon 2001; Wolf and Jenkins 2006).
Disadvantages
of Psychometric Testing
Using the psychometric testing for the recruitment
purposes offer clear recommendations about the general assessment issues such
as reliability, validity, norm groups and feedback to the applicant (Society
for Industrial and Organizational Psychology (SIOP) 2003). On the other hand
the guidelines offer very limited practical advices and guidelines about how
psychological testing data should be used to make selection decision.
Often, many companies are conned into buying the non-psychometrics
as the necessary psychometrics, and as a result, many companies fail to achieve
the desirable results (Reddy 2016).These tests can make the candidates nervous
and if used with the conjunction with the other information, these tests are
unable to produce the exact results as they are incompatible with the other
tests in the same kind. There is no complete psychometric that is applicable to
interviews in all kind and differs completely from one sector to another (Reddy
2016).Meantime, the base is a small population and there are cultural barriers.
Another disadvantage is that the candidates tend to give fake answers (Reddy
2016).At the time of interview; they would try to diminish their negative
thoughts and try to enhance their positive aspects, and get through the
interview. The results of a psychometric test can label a person as an
introvert, but in general, the specific person can be having both introvert and
extrovert personalities. In this scenario, the results can be false. These
psychometric tests are complex to be handled and the administration requires
training to handle the same (Reddy 2016).
Examples
of psychometric testing
When considering the psychometric testing conjunction
with certain theories, it can be used to identify the potential employees of
the organizations. For example, McGregor’s theory X and theory Y can be used to
identify the employees and managers inside the organizations who are willing to
work and who dislikes to work. X type of people are always pessimistic and they
dislike the work and little ambitious in work, while Y people are really
motivated, willing to do the works and are reliable on their duties. As this
theory is most accepted, the tests can be created in conjunction with this
theory and assess the employee’s specific psychometrics (Griffin, 2010).
Table 1.0: McGregor’s Theory X and Theory Y
(Source: Griffin, 2010)
Certain organizations use different kinds of personality
tests to assess the employees or candidates. As an example Heineken chose to
evolve a pre-existing psychometric model which is named as Enneagram with their
online recruitment campaign (Natividad,2016). One of the potential strengths of
the Enneagram typology is its combination of explicit and implicit personality
characteristics. Explicit personality is basically about aspects that are
available to individual’s conscious awareness. It can be assessed by
self-report questionnaire. With these self-reports, personality is always going
to be analogous. But there is an unavailability of introspection (Asendorpf,
Banse, & Muecke, 2002; Wilson & Dunn, 2004). Enneagram is a method to
identify the workforce’s hidden potential and development needs. Therefore, it
contributes to theoretical understandings of personality and practical
applications.
The Myers-Briggs type indicator is another test that
can be used to identify where an individual fall into four different
oppositions which are sensing and intuition, thinking or feeling, Introversion
or extroversion and judging and perceiving and comes with 16 different
personality types. Around 80% of new hires of Fortune 500 companies have been
administrated the MBTI in the past decade and so many other companies use this
method. This method is designed to identify the individual’s innate preferences
(Dullu, 2017).
Sixteen personality factor questionnaire which is
known as 16PF devised in 1949 by psychologist Raymond cattell. There he speaks
about 16 traits which we all possess in different degrees like warmth and
tension. 16PF can give an employer a good idea on whether an individual can be
counted on to finish the task or able to handle the high stress situations.
This method basically focuses on practical situations rather than general
personality traits (Dullu, 2017).
Anther theory is DISC theory which is based on normal
behavior and a wellness model that is objective and descriptive rather than
subjective and judgmental. This tool was developed by Industrial psychologist
Walter Vernon Clarke and is based on the theory of psychologist William Moulton
Marston. It focuses in identifying four different behavioral traits; dominance,
inducement, submission and compliance. Based on the results, individuals may be
categorized as either task oriented or people oriented. Therefore, the DISC is practical
way to understand those employees in the organization (Dullu, 2017).
Figure 1.0: DISC Theory
(Source:
Artificial intelligence ad workplace psychometric tests, 2017)
In
Conclusion
Finally, the psychometric tests can be considered as
effective method but not necessarily wanted in recruitment or selection
process. However, the psychometric tests can be used to the development of the
employees talents and motivational levels by joining with the management
theories such as McGregor’s X and Y theory. By using this, the employers can
have a better idea on the employees and their level of motivation and behavior
and also can measure who are the individuals with the need of training.
According to Caplan (2011), those psychometric tests
should be treated as complimentary assessments.
Using a combination of assessments will be more useful for the
organizations rather than using one method of testing. Meantime, the methods
which are using for the recruitment and selection process should align with the
organizational overall objectives and goals to achieve the expected results in
the future.
References
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