Although probably not top of anyone’s list of ‘favourite things to do’, psychometric tests are a fact of life, and whilst they may seem daunting at first, they do have your best interests at heart.
Are psychometric tests fair?
Are psychometric tests fair? Or are they a necessary evil?
Psychometric tests offer a fair and objective way of measuring your ability, aptitude, intelligence, critical reasoning or behavioural style. They are often used within a recruitment process with the aim of helping employers identify the most suitable candidates for job applications based on the extent to which their personality and cognitive abilities match those required to perform well in the role.
What makes a test psychometric?
For a test to be ‘psychometric’, it must be standardised, reliable and valid. It must be consistent in its content, administration and scoring. This ensures the test is accurate and measures what it is supposed to, whilst reducing the influence of subjective biases.
In addition, the selection of which psychometric tests to use for a recruitment drive encourages employers to conduct a thorough job analysis of the role in order to identify appropriate skills in candidates.
What this offers you, the candidate, is an equal and fair journey in the application process, as candidates are assessed only on skills relevant to the job.
Are Psychometric Tests used outside of recruitment?
Outside of recruitment, psychometric assessments can be used for development by identifying or offering insight into training and staff needs at the individual or team level. Promotion decisions can also incorporate assessment results measuring potential, while psychometric reports can also be used as a comprehensive tool for career guidance and personal development.
More and more companies are using psychometrics for recruitment and development purposes, and their application is only expected to grow in coming years.
The good news for candidates in the ever-growing use of psychometrics, is that companies now see more than ever before, candidate friendly tests and assessment platforms as absolutely imperative. Such a user-centric approach is reflected in Clevry’s online tests and on our online assessment platform, which provides test compatibility across devices, including mobiles and tablets.
In the last year or so, the psychometrics industry has also witnessed the rise of innovative and interesting gamified assessments, offering a more interactive and engaging take on psychometric assessments.
These points coupled with the fact that our assessments offer generous time limits and accessibility options for those with visual impairments or learning difficulties, indicate that there is no better time than the present to take a psychometric test.
View the output from our psychometric assessments by downloading sample reports below.
