Unlike things like education, skills, experience, appearance, and punctuality, a candidate’s behavioral traits and personality can be much more difficult to assess during an interview. Therefore, psychometric analyzes help us to better assess certain nuances of human behavior and help to outline traits and characteristics in a systematic way.

Today’s hiring managers increasingly rely on psychometric tests that are online during their recruiting process to help provide a better overall evaluation of a candidate and hopefully secure the best fit for the position. These tests also help measure a candidate’s future performance and hopefully improve employee retention by making successful hiring decisions.

Here are some factors that help to understand why recruiters should use online psychometric tests in their recruitment.

1. Standardized information

When candidates are evaluated using standardized procedures, they are evaluated with the same criteria and compared with reliable market standards. This compensates for the neutrality of the process that is sometimes misrepresented when using unique internal processes. A comparison of candidates using various standardization procedures and valid psychometric assessment tools helps to design a complete profile of these individuals.

2. Valid for all companies

Tests using psychometric measures should not necessarily be reserved for large corporations or organizations looking to recruit new graduates. Smaller organizations can also use such tolls as part of their overall hiring strategies. It is important to ensure that candidates are being evaluated for the correct traits; small and medium-sized organizations may not necessarily adapt testing as much as larger organizations. Rather, they can be used to give a more general idea of ​​the candidate’s skills and personality.

3. Provide general feedback

With recruitment in mind, interviews are synonymous with meeting the individual in person to decide if they fit the culture of the organization. However, it may not be the only time that the candidate shows his best qualities. Since personality is a subjective matter, candidates may be manipulative or unable to point out their strengths during pressurized interview setups. Psychometric assessments provide a benchmark against which results can be compared with other candidates profiled for similar roles. Introducing these tests also provides recruiters with that additional information, thus creating a complete picture of the candidate in question.

4. Save time and money

Hiring new staff can take a lot of valuable time and can also be a costly affair, especially if the best talent is not found right away. Psychometric evaluations can save employers time and money by providing effective screening methods. Psychometric tests used early in the application process can quickly identify the people who will best suit your organization, both based on skills and personality. In this way, psychometric evaluations can contribute to more efficient forms of recruitment.

5. Paint a true picture of the candidates

Psychometric evaluations can give a very good image of your candidates: they give an idea of ​​the candidate’s personality, what motivates them and how they prefer to work in certain situations; how they work under pressure, for example, and how they work alone or as part of a team. The very nature of psychometric testing is that they are difficult to play with, so the results you get from each test must be true, as they show you what your candidates really are like in the workplace. This means that you will also learn not only about their skills, but also how well they will get along with other employees within your company.

6. Fair tests: without prejudice

The standardized approach to recruiting is the sole purpose of recruiting and is fair to candidates because they go through the exact same evaluation process. Candidates applying for your jobs may not get the same type of interview as candidates who were interviewed the day before. Psychometric evaluations also help candidates to better judge themselves. However, if you have found that his personality really does suit your company, you may be able to make use of the candidate’s new found strengths in other parts of the company. In this way, psychometric evaluations can be a win-win situation.

7. Flexibility of use

Another advantage of psychometric evaluations for employers is that they can be assigned at any time during the application process. Depending on the size and nature of your organization, they can be used from the beginning in the form of a fun quiz or at various times during the day in the assessment centers. Some organizations even run two batches of psychometric evaluations, at the beginning and end of the process, just to compare the results and verify that they are employing the right candidate.

8. Measure skills and abilities, not just education

Many organizations still place a lot of emphasis on academic achievement, as well as any previous work experience. This is valuable to some extent, however psychometric assessments can be used to fill a gap in academic achievement and give you a complete picture of what your candidates are actually capable of in the workplace. Again, on the other hand, another advantage of employer psychometric evaluations is that they can reveal to you if a candidate is too qualified for the position you are applying for.

9. Psychometric evaluations and work culture

Recruitment is not just about hiring any candidate who has proven they can do the job. Rather, this is obviously a key requirement, you also need to know how well the candidate will fit in with the rest of the team already working for you and how they will operate within your company culture. Someone who really prefers to work alone in a quiet environment, for example, will not be satisfied or work to their full potential if their business thrives in a fast-moving environment that relies heavily on teamwork. Psychometric evaluations can help you do this with both the personality test and the other tests because you will get an idea of ​​how that person works and what motivates them.

10. Consistency in hiring

The biggest advantage that psychometric evaluations promote is consistency and standardization in hiring new candidates. Every candidate is given the exact same tests and recruiters can use this as a benchmark. Other aspects of your company’s hiring and application process are certainly valid, references come from outside your company, and a candidate’s previous workplace may not have held the same values ​​as their own workplace. The above company could also have been looking for different requirements from their employee.