Why do employers use psychometric tests?

As if you hadn't done enough exams already...

Employers use psychometric tests because they want to find the best person for the job. It's pretty obvious. Aptitude and ability tests show whether a candidate has the necessary skills, and the potential to learn new skills, to perform the job. Personality tests find out whether a candidate’s character suits the position. Recruiters look at the skills that are needed to do the job and find a way to measure them. This often amounts to a quantifiable ability test, specifically chosen to measure a skill that is central to doing the job. The idea is that people who do well in the test will do well in the job. Ability tests may have a 'cut-off' score: if you get a certain score or higher, then you go through to the next stage. Other tests measure your natural aptitude for a subject or your potential to learn more. Personality questionnaires give more complex information, which is interpreted by specially trained people, and compared to the employer’s ideal profile.

Fair enough

Psychometric tests are increasingly popular because they compare people in an objective way. Other methods, such as interviews, can be much more subjective as they depend on personal opinions. Everyone who takes a psychometric test is given the same questions and takes them under the same conditions, so nobody has an unfair advantage. You'll never be selected for a job solely on the grounds of your performance in a psychometric test – employers know that there is more to a person than a number – but they are very useful when put together with the information gathered about you at other assessments.

Everyone’s a winner

Psychometric testing can help you, as well as your potential employer. Aptitude tests will give you more idea of the sorts of skills that are needed to do the job. If you have these skills they will shine through in the tests, and you will learn whether you’ll be happy doing the job. If you struggle, perhaps the job was never right for you in the first place. You should be offered feedback on your performance, your strengths and the areas you could work on. Use this vital information to help you find a job that's really right for you.

Testing times

Psychometric tests may be used at different stages of the selection process:

As a first step, to narrow the field when there are large numbers of applicants. If you attain a high standard on an aptitude test, you’ll be invited to an interview.
Alongside a first interview, so the company can make an informed and unbiased decision about whether to put you through to the next stage of selection.
At a later stage, possibly with a second interview or as part of an assessment centre (where you complete a number of assessment exercises).

Test results are combined with information from all sorts of assessments. With so much information, it’s easier for recruiters to choose the best person for the job.

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