What is Psychometric Assessment?
Broadly defined, psychometric assessment is the measurement of psychological characteristics in an individual using various tests and tools. Psychological characteristics measured include personality, behaviour and mental processes. This is in order to determine their intellectual abilities, aptitudes, interests, personality make-up and emotional functions amongst other things.
The areas which we can assess as well as examples of instruments that can be used (please note; this is not an exhaustive list)
- Personality profiling (e.g. MBTI, OPQ, 16PF)
- Emotional Intelligence profiling (e.g. EQ-2.0)
- Integrity testing (e.g. GIOTTO)
- Ability / Aptitude testing (verbal, numerical, spatial, mathematical, non-verbal, technical reasoning)
- Cognitive Reasoning and Learning Potential (CPP, CPA, LPCAT)
- Behavioural and Competency Assessments (e.g. in-baskets, simulation exercises, assessments centres, etc)
Benefits of using Psychometrics
- Saves costs – Your organisation will save recruitment costs through hiring the right candidate the first time. The initial cost of the psychometric assessment is offset against the expense of a faulty recruitment decision.
- Provides objective and scientific information about candidates – The evaluation of candidates using objective information results in everyone being treated equally and fairly. Assessments have been proven to offer greater objectivity, reliability and validity than traditional interviews.
- Identifies strengths and development needs – The organisation can initiate development and training plans for individuals based on psychometric assessments. This can result in maximisation of potential and retention of employees.
- Predicts behaviour – The use of psychometric assessments in an organisation has the potential to predict job performance and increase the organisation’s ability to measure human contribution to the organisation up front.