| Psychometric Testing: Can it Ensure a Match Made in Heaven?
By Megan Martin
Don't panic if your recruiter says part of the interviewing process for a potential position includes psychometric testing. These types of tests, which usually include both a personality and an aptitude test, have grown increasingly popular in recent years, especially among large companies.
“Thirty to forty percent of large firms use one or more forms of psychological testing in the hiring process, from entry-level to corner-office,” notes James Krohe Jr. in the article “Are Workplace Tests Worth Taking?” which appeared in the August 2006 edition of Across the Board, a business opinion magazine.
The idea of being hired or not hired on the merit of a test score may sound frightening, but the process is less daunting than you might think--and it may even benefit you in the long-run by assuring that you end up with a company and a position that your personality and skill sets mesh with.
Why Employers Use Psychometric Tests
They help determine whether a candidate is the right fit for the company.
The motivation behind this type of testing is simple: it helps employers assess a candidate's ability to fit into the corporate culture, perform necessary job duties, problem-solve, and mesh with co-workers.
CJ DuBé, Managing Director of Oberon, LLC, who has extensive experience with this type of testing, points out: “The question of every executive and hiring manager is: ‘Do I have the best fit for this position? If I don't, how do I find them? Once I've found people to interview, how do I insure they're an “A” player?' They're looking for any tool that can help them determine that.”
These tests offer a more holistic view of an applicant's abilities than a resume or interview, and studies have shown that a psychometric test used in conjunction with the traditional selection process can be a surprisingly accurate indicator of how a potential employee will perform in the future.
They help prevent interviewer bias.
Another major reason companies implement psychometric testing is to make the hiring process fairer. Psychological profiling is a more objective and valid method of assessment than the traditional interview-reference check-resume process.
“Some people do great in an interview, especially if they're attractive and they know how to sell themselves. But they don't always do well on the job,” says Andy Holloway in his Canadian Business article “Finding the Right Fit.” And interviewers too often rely on their “gut instinct” when deciding on the right candidate for the position. Psychological evaluations can help reduce the chances of an interviewer making an incorrect judgment about a candidate.
What to expect from the tests
Psychometric tests generally fall into one of two categories:
- Aptitude, ability, or skill set tests assess a candidate's ability to perform tasks that will be part of the position. They often evaluate critical reasoning skills (including verbal, numerical and spatial skills). These tests are generally timed.
- Personality tests determine a candidate's personal values such as honesty and integrity, and reactions to specific situations--how the applicant interacts with other people or responds to stressful situations as well as his or her work style. These tests help gauge how well a candidate will gel with the company's culture.
What an employer is looking for in these tests varies depending on the position, but DuBé sums it up as: “A lot are looking for the dedication, the commitment, the leadership, the communication skills, the drive--those key things from a personality standpoint. Also analytics--are they a critical thinker? The position will often require a lot of different roles, and so they're looking for those different components. If you're well-rounded and have a little of each, that's a bonus.”
How to Prepare For Psychometric Tests
DuBé insists: “Candidates just need to be themselves: There's nothing ultimately to prepare for. Don't overanalyze the test--that's my advice to every candidate I've sat down to do it. Don't think there are any right or wrong answers. It is simply helping to analyze the personality. Candidates need to realize it's just an added tool to help the hiring manager make a good selection.”
However, there are ways to establish an edge:
As with any standardized test, the best way to prepare is by practice. There are numerous Web sites with sample aptitude tests you can take. And remember: While you might think it's possible to predict the “correct answers” or personal attributes the company is looking for, it's not a good idea to try to skew your answers just so they appear in line with what you think the company wants. Many of these tests have built-in “checks” to identify inconsistent answers.
For both tests, make sure you get enough sleep beforehand, arrive early and ask for clarifications on any questions you don't understand. Work as quickly and as accurately as possible. And if you run out of time, don't panic--many tests are designed so that only a small percentage of candidates will finish in the allotted time. Just because you don't finish, it doesn't mean you “failed.”
How employers use test results
DuBé believes that “the majority of companies are incorporating it [psychometric testing], and while a few say, ‘If they don't pass this, forget it,' I think they're the minority. Most are implementing it as a tool to help them.”
Most employers familiar with psychometric testing agree it should be considered part of the interview process--not the sole determinant of whether a candidate is the right fit. Test results are generally looked at alongside the rest of the application process.
Krohe, in his article, agrees: “Even the best tests measure only some of what a person needs to do well on the job, and they don't even do that perfectly.” Employers understand that there is no ideal employee.
DuBé also reminds us that just because a candidate tests “low” in certain areas, it isn't necessarily the end of the world. “If a candidate for a financial analyst tested high on problem solving but low on communications, that might not be a big deal…. If you're testing someone just below management level and they test lower on leadership, remember that leadership is something that is highly trainable.”
Finally, remember: Just as there is no ideal test, there is no ideal employee. And if it turns out that your skill set and personality don't mesh with a company, it's probably for the best--you'll find a healthier, happier, more fulfilling fit elsewhere.
Megan Martin is freelance writer based in Chicago. She can be reached at Megan@BeTuitive.com.
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