For any organization, it is necessary to check the profile of the candidate thoroughly before hiring him for any position. In some cases, the position is such crucial that the candidate requires having specific skills to face the challenges in the job. For any HR it is not easy to determine the attribute level in a profile as these attributes are inner capabilities and not visible like a skill. However, the experts have got various options including some tests to find the accuracy of the attributes in every profile which can prove helpful to the HR in hiring the required candidates quickly.
These tools are available in different forms and tests that the HR can carry the candidate through. In the majority of the cases, only those who possess these skills can succeed the test, and hence HR can be satisfied with the attributes in the profile for which he or she is going to be appointed. In the market, one can find some of these tools readily available while some companies also get them drafted by hiring the experts in the field.
Psychometric tests have been predominantly taken the recruitment and corporate space. They are pre-determined traits which lead the employees to exhibit their character or rather personality traits as an individual. So, in the present time, what the employers are accepting in taking the personality traits is exactly to extract out the behavioral pattern before making him or her asset of the company.
Behind every person there lies a positive and a negative side. In psychometric terms, it is further termed as bright side and dark side. In the bright side, positive personality traits of a human being are noted down. It is often assumed that during this period, an employee is at his or her peak of performing best in return. A graph for better job performance is seen.
The bright side in detail
Positive traits of a human being are always accounted for pushing the confidence level, focus and individual success of an employee. In a survey, it was found that millions of people exhibiting positive traits had accumulated and distributed articulated vision for the betterment of the organization.
The dark side in detail
Contrary to whatever mentioned in the bright side, the dark side is the opposite trait of a human being. This dark side only leads to destructive behavior and counterproductive attitude surrounding people. It is measured in term of psychometric test that higher is the level of dark traits, higher would be the level of exhibiting undesirable behavior even at the slightest provocation.
The dark side of a human being always triggers him or her to move forward in a negative direction. That is when people in higher position tend to misuse power. Normally, you won’t be able to watch this trait under normal circumstances rather when you would push the employee of your organization to do a certain task outside his limit; you will certainly find him stressed and not able to complete the task in limited time.
What is Psychometric Test?
The test which determines the behavior and mental abilities of human civilization by using standard, scientific, logical and legitimate method is captured to be known as Psychometric test. The sole purpose of these tests to be administered in the workspace during the recruitment process is to check the suitability of job role in terms of personality and ability.
Psychometric test, in other words, is considered to be called as ‘measurement of mind’. As you have a barometer to measure the veracity of air, telescope to reach out to distant objects, similarly and in the same way, there are certain psychometric tools which are generally used in the process of recruitment and training purposes. It helps in quicker decision making.
Psychometric Properties
Its assessments, understand the psychometric properties of a test. Three critical properties that are undermined during these assessment tests are its validity, credibility and reliability. So, when you as an organization start to take the assessment test question yourself whether the assessments measure what they are supposed to?
The first tool – Reliability
Reliability in simple words means that when an individual consistently scores under reparative testing. As it is quite difficult to attain this consistency in this kind of tests, a coefficient that ranges from .00 to 1.00. These numbers mean that when an individual reaches a reliability coefficient, he is said to have attained 1.00 and alternatively for a complete unreliability test would have a reliability coefficient of .00.
The second tool- Validity
The capacity to measure what it claims to measure is subjectively known to be the validity of a psychometric test. When actual capacity is equal to the measured capacity, it is known to be the validity.
Faking in Psychometric tests is a sign of competence?
When the tests are set to be measured in terms of the behavior of an individual, it is considered that the person on the other side of the desk prepared to attend the psychometric tests is likely to fake his or her answers. This shows their competence to the test setters.
