Psychometric testing is increasingly popular for organizations of all sizes, but it’s been an important part of recruitment and hiring for some time now. In fact, 75% of Times Top 100 companies use psychometric testing during recruitment. Psychometric testing is used to help recruiters make informed decisions about candidates,
What is Psychometric Testing
Psychometric testing measures ability according to a range of aptitudes to determine candidate-fit for a job or role. Tests typically include a range of options including personality questionnaires, aptitude tests, ability tests, tests designed to check situational judgement, numerical reasoning, critical thinking, verbal reasoning, inductive reasoning, and diagrammatic reasoning. Putting candidates through this spectrum of tests gives you a good idea of what candidates can and cannot do based on each of these factors and allows you to construct a profile of strengths and weaknesses to supplement your decision-making.
Importantly, psychometric testing also gives you the opportunity to weed out recruits who don’t fit, while highlighting individuals who have something extra to offer in terms of behavior, reasoning, or others factors you are looking for.
Common psychometric tests include:
- Meyers-Briggs Type Indicator
- Occupational Personality Questionnaire
- SHL Managerial and Graduate Item Bang
Each of these can be used in different ways to indicate an individual’s personality, strengths, and weaknesses.
Microsoft revamped their interview process in December of 2018 to reduce on-the-spot and pressure-related questions, instead switching to a more relaxed interview process based on psychometric testing and preparation. Microsoft candidates start out with competency test checking their knowledge of skills, their behavior, and knowledge of Microsoft. If they pass, they take a psychometric test (SHL) which includes a 25-minute exam testing inductive reasoning. These tests allow Microsoft to hire individuals who add something to the organization, fit into or add to existing teams, and who show expected levels of inductive reasoning and behaviors.
Microsoft Corporate Vice President John Montgomery claims that this shift has improved their recruitment process, improved candidate selection, and improved candidate satisfaction.
JP Morgan Chase
JP Morgan Chase combines behavioral and personality testing get to know candidates before hiring, with a selection of aptitude tests and a 300-word essay. Individuals complete a series of interviews including aptitude tests either by phone or in person. Once passed, candidates take a 3-part SHL exam with numerical, verbal, and technical elements. Candidates going into specific fields such as coding must take skills-based tests as well, which are typically performed in-office, where the candidate can get to know their potential team or performed at home.
These tests enable JP Morgan Chase to make better hiring decisions based on both the skills and the psychometric performance and reasoning potential of the individual.
HP conducts 3 rounds of interviewing including psychometric testing to hire individuals who best fit into the organization as a whole and into individual roles. The selection process begins with a written exam, which includes psychometric testing and assessment checking for quantitative ability, written language skill, and technical capability. Individuals who pass move on to a technical interview, consisting of role-related skills. Final candidates go into more psychometric testing, checking behavior and personality based on role requirements and corporate competency requirements.
Psychometric testing can be a valuable way to supplement hiring, allowing you to better decide between candidates, to highlight individuals with more potential, and to check when someone doesn’t meet preferences for psychometric ability.
However, you shouldn’t rely on it as a sole factor in hiring, as behavior, personality, and performance factors tested by psychometric testing are only part of the picture. Most major organizations use psychometric testing to inform hiring decisions, to get to know candidates better, and to add detail to skill and competency tests.