Psychometric testing is a new method of psychological measurement, and its application in recruitment helps reveal the candidate's personality, aptitude, and orientation.
Psychological testing for recruitment attempts to measure different traits of candidates. The common types of psychometric tests used in recruitment include:
Tests of ability: Such tests judge the performance of a candidate based on the correct answers. Tests measuring ability are grouped into achievement tests that assess a person’s existing capability, and aptitude tests that assess the person’s potential. Both these tests probe the candidate’s general mental abilities and sometimes specific job-related abilities through verbal reasoning, numerical reasoning, abstract reasoning, mechanical aptitude, clerical aptitude, and spatial reasoning.
Personality tests: These tests assess the candidate’s way of behaving, thinking, feeling or perceiving in particular situations, and aim to build the candidate’s personality profile to interpret how the person behaves in different circumstances. Such tests have no right or wrong answers. Common types of personality tests include tests of interests, motivation, attitudes and the like. Myers Briggs Personality Tests ranks among the most popular personality tests to identify personality type, and they are widely used by many organizations.
Image Credit: flickr.com/foundphotoslj