Psychometric tests are a novel approach to hiring that have been acknowledged by several recruiters worldwide. But with the great success that these assessments have garnered, many doubts have been raised about the same. With the vast amount of information floating all over the internet, recruiters may tend to get confused. Fret not. This is a list of top five misconceptions surrounding psychometrics, and we’re here to clear the air.
MYTH 1: TOO EXPENSIVE
It is a common myth that conducting psychometrics tests can burn a hole in the company’s wallet. Although it is true that conducting these tests do require an added investment, this is nullified by the excellent returns from this expense. Psychometric assessments help in making the right recruitment decisions, ensuring proper integration of candidates into the company. Investing a little money to capture appropriate candidates is worth it. Furthermore ongoing costs of psychometrics assessments are very low and hidden cost are almost absent. The cost of recruiting the wrong candidate is far more pricey than conducting psychometric assessments.
MYTH 2: UNRELIABLE
Recruiters are always questioning the credibility and feasibility of psychometric assessments. However these tests provide unbiased and hidden information about candidates that can really aid recruiters in their hiring endeavours. Most personality tests are outcomes of detailed psychological theories giving them a scientific backing. Intensive tools are used to ensure removal of any test biases that may exist. This is much more effective than trying to remove the cognitive biases that govern our judgement of others.
MYTH 3: TIME CONSUMING
Psychometric assessments can vary from a few minutes to a few hours all depending on the candidate’s capacity. Nowadays online psychometrics help in shortlisting candidates and evaluation of results at lightning speed thereby saving lots of time in the recruiting process. Many tests do not contain pages and pages of questions.Instead they contain stimulus based response questions which the candidates can answer quickly. The flexibility of psychometric assessments make it so that they can be placed at any point in the recruitment process. By placing them before the interview round, recruiters can make speedy hiring decisions from among a select few candidates only.
MYTH 4: MALPRACTICE AND CHEATING IS EASY
Sometimes candidates may tailor their answers so that they may be portrayed as perfect for the position. On personality tests they may describes themselves in an exaggerated positive light. However online psychometric assessments are well equipped with comprehensive tools to see through the the answering patterns of candidates. Relevant plagiarism tools have been integrated to ensure no malpractice takes place. Randomizing the questions further aids this process and keeps a strict check on cheating.
MYTH 5: LEADS TO PIGEONHOLING
People are dynamic beings who are constantly growing learning and being shaped by the world around them. Therefore psychometrics has always received flak for pigeonholing job seekers by putting them into boxes with labels on them. But what recruiters must realise is that not all psychometric tests are based on typology. Psychometric tools aims to analyze specific aspects of a personality. The actual pigeonholing is done by the human interpretation of these test results. Psychometric tests should not be confused with any run off the mill quizzes you may come across online. They are comprehensive assessments that include mechanisms for elaborate analysis of various traits a person possess. This can provide insightful information to hiring personnel.