Why Employers love Psychometric Assessments?

Employers use psychometric assessments for many reasons.

First and foremost, there is a strong correlation between test scores and job performance. If a candidate scores highly in a psychometric test, the chances are that s/he is going to perform well in the job. As an employer, this predictive quality makes Psychometric Assessments very attractive.

Second, employers prefer to use tests that are objective and accurate because they can be used by multiple people without bias or bias from personal opinion.

Thirdly, employers like to use tests that are fast in order for them to get results as soon as possible so they can make decisions based on those results and make their hiring process more efficient.

But what are psychometric tests? And why do employers love them?

The term Psychometric comes from two Greek words, psyche and metric, which when literally translated mean 'the measurement of mind'. These assessments are used to assess a candidate's skills, behavior, personality traits, and cognitive abilities.

Psychometric Assessments are designed to measure an individual's ability in one or more areas. These areas can include numerical reasoning, verbal reasoning, inductive reasoning, diagrammatic reasoning, deductive reasoning, logical reasoning, critical thinking and many others.

The main types of Psychometric Assessments are ability tests and personality questionnaires. There are many forms of ability tests, but numerical reasoning and verbal reasoning are the most common.

SALT (Sales Litmus Test) which is based on the 'Five Factor Model' has emerged as a robust model for organizations which recruit sales professionals. SALT is used to rate the candidates on the key pre-identified human personality traits essential for a sales job. SALT has helped the recruiting organizations tremendously in finding the right person for the required sales job.

COMPASS PD is based on Big Five personality traits that are basic domains or dimensions used to describe human personality, COMPASS PD is able to account for different traits in personality without overlapping. Moreover, this five-factor structure seems to be found across a wide range of participants of different ages and of different cultures

LCI (Leadership Competency Index Test) assesses an individual on six leadership dimensions arrived at by extensive research into the models and analysis of desirable traits essential to successfully leading an organization and its people. The assessment additionally provides a measure of an individual's readiness status to take on future leadership roles and helps organizations maximize their leadership: finding the right leaders and placing them in positions where they'll drive business and thrive. Reports for recruitment and for development purpose are provided separately.

MAP (Managerial Proficiency) is a multiple-choice questionnaire that captures an individuals' typical response to work situations he or she is likely to encounter. The situations are generic but cater to different areas of management. The items in the test provide a realistic picture of the scenarios that Managers may face at the workplace and require the effective utilization of managerial competencies to resolve them. The management skills test administration format is online and takes about 50 minutes to complete. Candidates taking the managerial aptitude test are required to have mid school English comprehension level. The results yield a profile, based on 9 major competencies required for managerial functions. The MAP also provides a readiness indicator to assess how much the candidate profile fits the job role.