Behind the scenes of the psychometric
If you know anything about MySort, you’ll know that we mention something called a psychometric test, a lot! But what actually is it? In today’s post, we’re breaking down what the process involves and why it’s so valuable in growing teams.
What is a psychometric test?
Remarkably, 75% of Fortune 500 companies use psychometric testing during their recruitment process. The tests are presented in huge variety of forms and are typically bespoke to a company.
At MySort, our tried and tested psychometric test is an assessment combining an aptitude test with a two-part psychometric profile.
Combining these assessments with a candidate’s CV gives a more well-rounded understanding of a candidate. As well as helping with hiring decisions, it also drives more informative questioning during the subsequent interview.
How does the psychometric work?
The test is completed online and begins with an aptitude test. The aptitude is the only part of the test that is timed. It presents 30 maths, English and logic questions to be completed within a set time.
It’s designed to test an individual in a time-pressured situation to get a real measure of not only their strengths but also of how they approach tasks under a relative amount of pressure.
The psychometric test follows and asks a series of questions that determine how a person approaches situations in their home and work lives, and how they compare.
The test also presents a series of questions that highlights areas of professional passion and how a candidate learns and communicates.
Ultimately, the tests are simple multiple-choice questions, that are analysed by a combination of our team here and the software we employ.
The real magic is in the analysis and discussion that follows the test. The results provide the perfect opportunity to talk through a candidate’s personality and strengths, without the clichéd interview questions of old.
What does it measure?
The aptitude test measures a candidate’s cognitive capability and the ability to work under time pressures. This is more important for some roles than others. Aptitude may be an important measurable for certain companies, however some read less into it. Typically, we have found roles within professional services like to measure on aptitude. The national average is 12, which provides a great benchmark to compare with.
The psychometric profile section of the test explores a candidate’s personality profile; including their personal needs, cultural themes and occupation types. It helps identify key traits such as a candidates drive, goal orientation and assertiveness amongst others. As well as this, it can identify how much variety and responsibility an individual likes as well as indicators such as their ability to communicate.
When you know the core values of your business, you’re able to look at how these tally with a candidate’s psychometric profile, to explore how they could fit into the team going forward.
How does it benefit you?
The psychometric profile offers many benefits; it helps a client to understand how a candidate can fit into their team. Psychometric profiling provides an insight into how people learn most effectively and how they like to be managed. It helps determine what kind of work you give to an individual and how to approach them on a day-to-day basis. Every person has their own individual traits and behaviours, so it’s of the utmost importance to cater for everyone, and adapt your management style appropriately.
Ultimately, there are no wrong answers on a psychometric test. It is all about how the candidate is as a person and who they want to be within their role.