The Limitations of Psychometric Tests
The usage of psychometric tests in high-result yielding recruitment is lauded far and wide. According to research, the average job tenure increases by 15% for candidates recruited on the basis of these test results. And yet, these tests can prove to be largely misguided owing to their ready availability on the internet. The purpose of these tests backfires when candidates come prepared and well versed on the intricacies of these tests leading to falsified results. The tests also do not include the possibilities of cultural barriers, nervousness and false answers as hindrances in the selection of the best-suited applicant.
The Advantage of a Multi-Criteria Approach
A multi-criteria approach on the other hand, that assesses personality, cognitive abilities, critical thinking, situational judgment, interests and emotional intelligence would by far prove to be more accurate and valid. Multi-criteria approach facilitates the identification of aptitude and talent in its multiple forms, ensuring greater objectivity and higher reliability of assessment results and accurate analysis.
Importance of Job Analysis
Before the recruitment process begins, a job analysis is important to filter out knowledge, skills, abilities and other requirements that are necessary for the specific job. Based on these specifications, in the recruitment process, assessment methods such as structured interviews, psychology tests, cognitive and intelligence tests can then be carried out to decrease the margin of error and best select the candidate according to their competence for a specific position.
Choosing the Right Tests for Recruitment
Considering the myriad number of tests available on the internet in terms of recruitment, it is important to choose those that are reliable and integrate the relevant dimensions that best fit your criteria. For instance, if you are looking for personality tests you have to look for criterion relevant to the work environment, the type of role and the level of responsibility required related to the vacancy. It is therefore important to choose a modern and scientifically approved personality test that –
a) is validated according to the highest standards in psychometrics, respecting scientific validity as defined by the International scientific community (APA, BPS, ITC)
b) avoids bias by controlling social desirability (i.e. the tendency to portray oneself in the best light), such as the Thurstonian model which has an ipsative structure and opposing dimensions (e.g. introversion and extroversion) making it difficult for candidates to give strategic answers as opposed to the normative one-dimensional questionnaires.
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Other Key Profiling Tests
Besides personality tests, that indicate appropriateness with the company culture and values and can be designed as per the specifications of the vacancy, there are several other profiling tests in the multi-criteria approach in assessment that form the keys for successful recruitments.
Types of Profiling Tests
To name a few –
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Cognitive Abilities Test – They test the candidates’ proficiency in solving a problem, gathering and comprehending new information and developing expansive knowledge. According to research, cognitive abilities tests are powerful predictors of job performance and especially for positions requiring a thoughtful analysis of information.
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Emotional Intelligence Tests – These take a measure of the applicant’s Emotional Quotient (EQ) – their self-awareness, empathy or resilience, their ability to manage their own emotions and in turn those of others, and their ability to be able to emotionally connect with them – all especially advantageous for positions that require connecting with a client or in a team environment.
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Motivational Analysis – Motivation in terms of value can either be directly or indirectly assessed by personality tests, or by analyzing professional interests with tools precisely formulated for this purpose. It not only enables a better understanding of the person’s suitability for the job but also makes predictions of failure, preventing a risky hire and the possibilities of decreased performance of a candidate in a position corresponding to the ‘rejection area’. For e.g. hiring in managerial positions candidates who are not motivated by mentoring responsibilities.
Customizing Profiling Tests for Specific Roles
Depending on the vacancy, a combination of such tests can be used to determine the job fit for any candidate. For a sales position, sales profile test can be used to determine their negotiation skills, their flair for sales, their personality – introversion or extraversion, their professional motivation, interpersonal skills etc. to best assess their sales potential.
In a managerial position, management skills test, the CTPI, or an emotional intelligence test can be used. A temperament evaluator test can reveal if the candidate displays a need for supervision – a trait appropriate for a junior position with many reporting levels but detrimental for a manager needing to make decisions autonomously – or an aptitude to supervise and develop talent.
Using MCDM Models for Recruitment
There are various research-proven MCDM (multiple-criteria decision analysis) models devised to ascertain a reliable selection process, such as – SWARA (Step-wise weight assessment ratio analysis), ARAS (additive ratio assessment) as well as WASPAS, VIKOR and MULTIMOORA – used to successfully resolve problems in terms of personnel recruitment. They are easy to use and provide better evaluation of candidates. Recruiters can use tools such as the Talent Matcher, an advanced predictive job and candidate matching feature developed by Central Test (a leading psychometric assessment publisher) combining smart algorithm and multi-criteria approach to determine candidate suitability and anticipate the talent and potential of each candidate.
Conclusion: The Need for Multiple Assessments
In conclusion, it is important to realize that a single assessment can only offer limited comprehension of a candidate’s potential and it is only by using multiple assessments that the risk of misinterpretations can be eliminated or limited and talent in its multiple forms can be recognized with predictive analysis of its best and most lucrative application and potential.
References:
- Time to change the way you use psychometric assessments: People Matters, Oct 2018
- Recruitment: Proper use of psychometric tests: Central Test, Feb 2011
- Multicriteria assessment approach: a new perspective on talent identification: Central Test, Aug 2015
- 3 steps to choose a reliable personality assessment for recruitment: Central Test, July 2016
