What are the Disadvantages and Advantages of Psychometric Testing in Recruitment?

Recruiting personnel for a company is a thorough process in which many aspects of each candidate must be considered. For this, psychometric tests are often used. But do you know the disadvantages and advantages of psychometric tests in recruiting new staff?

During the personnel recruitment process for a company it is necessary measure the capabilities and aptitudes of each candidateKnowing the skills of the staff is essential for the success of the company. It is in these cases where psychometric tests for recruitment become highly relevant.

What are psychometric tests?

Some companies still continue to use resume review and interviews as a recruiting method. However, there are not a few organizations that add psychometric tests to this process, which allow us to know certain characteristics of the candidates that are relevant for the development of the company.

These types of tests are psychological tests that are highly useful to know the interests, the aptitudes and personal values ​​of the candidates who apply for a job in our company. It can even be a tool that influences the management of the company’s human resources.

A very positive aspect of these tests is that the results obtained are quantifiable. Therefore, it makes it very easy to know which candidate is best suited for the position you want in the company. These results are obtained in the form of a statistical graph, and in order to interpret it we must compare it with a model.

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review psychometric recruitment tests

On many occasions, job applicants may fear this type of test, but this is due to ignorance about them. Something that could help you if this is your case, is perform some psychometric tests in advance to know what you will face.

What are the advantages and disadvantages of psychometric tests to recruit employees?

In this section we will talk about the advantages and disadvantages that psychometric tests can offer when recruiting people for a job. Keep in mind that for the results to be accurate, the test must be administered appropriately.

Advantages of applying psychometric tests to recruit

  • The results obtained highlight important details of the candidate that must be taken into account to know if you are suitable for the job you want to obtain or not. It should be remembered that, after all, the development of human resources in a company is essential for it to achieve success.
  • They reveal aspects of the candidate that would be very difficult to evaluate just by reading your resume, or even during a traditional job interview.
  • During job interviews, a candidate may answer insincere questions, trying to please the interviewer. With psychometric tests, we can forget about this bias and filter more fairly to the applicants.
  • If they are used to filter candidates along with their resumes, this could translate into less time wasted on interviews that will get nothing done for the organization.

Disadvantages of psychometric tests

  • Psychometric tests are usually long and very tedious to perform. Because of this, many times job candidates do not pay the attention they should to respond quickly and be able to continue with the recruitment process.

advantages and disadvantages of psychometric tests

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  • If not successful, the results may be difficult to interpret. The recruiter could end up confused, and therefore not choose the best person for the position. In fact, in many cases a person is required to be exclusively in charge of assessing the results, which could imply an extra expense for the company.
  • Some tests are not explained in the most adequate way, so the candidate does not understand what is being requested. As a result, a candidate who actually turns out to have great potential for the position for which he or she is applying may lose score.

We hope that with the information in this article you will be able to weigh the advantages and disadvantages of psychometric tests in recruitment. Remember that the decision to apply them or not can modify the bases of the organizational structure of your company, so we recommend that you analyze it well.

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