Psychometric Tests – One of the Most Valuable and Versatile Tools in Any Organization’s HR Toolkit

Psychometric tests are designed to measure someone’s personality, cleverness, and mental ability. And although they were at first developed for use in the field of educational psychology back in the early part of the 20th century, they are commonly used within an organization’s personnel selection, development and promotion process.¬†teste psicot√©cnico do detran

Important Benefits of Psychometric Testing

Tests can help possible employers in an amount of important ways – some of which are:

Making more enlightened employing decisions 
Mapping out employees’ developmental needs
Improving marketing communications between team members
Launching objectivity in to the succession planning process
Reducing employee yield
They are also good for job individuals and employees as they provide key insights into their on-the-job functions and manners, enabling them to gain clarity about the types of roles to which they would be perfect and about aptitude or personality gaps that might hinder their progress.

Acceptance of Psychometric Assessments

That is estimated that over 80% of Fortune five-hundred companies in the Circumstance. S use psychometric testing. Types of organizations that use them most include:

Information technology companies
Banking institutions
Management consultancies
Civil service
Local authorities
Fire services
Police forces
Armed pushes
Obviously the tests have applications across a variety of industrial sectors and professions.

Key Standards Psychometric Tests Must Meet up with

Because they influence employees decisions, it is important that the sort of tests a company uses dependably produces accurate results. To this end, a test must meet the following criteria:

Objective – test results must not be influenced by beliefs and values of testers
Standardised – tests must be administered under tightly handled conditions
Reliable – inbuilt errors must be reduced and quantified
Predictive – test results must effectively predict job performance
Non-discriminatory – test results must not be influenced by gender, culture, ethnicity, and many others
Tests that do not meet all of the above standards are not well worth using.

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