How to Use Psychometric Testing

Traditional hiring methods that include interviews, resumes and cover letters paint a great picture of employee's qualifications. Hiring mistakes can lead to personality conflicts and additional cost associated with rehiring and training of additional employees. Psychometric tests assess an individual's skills and abilities in different areas. Use Psychometric testing to hire the right candidate.

Instructions

1. Find a licensed occupational psychologist or companies that employ a team of occupational psychologist. Companies should be accredited by a state or national psychology board.

2. Define the appropriate stage to implement psychometric testing. It may be more useful to use psychometric testing to select which candidates to interview for a position. Opt to use it to sort through all the candidates once interviewing has begun.

3. Size up a candidate's ability to perform with aptitude tests. Test to measure how a candidate is likely to perform in specific areas, such as, reasoning or logic.

4. Learn more about a job candidate's personality. Workplace assessments offer insight into a potential employee's character, motivations, leadership and team work skills.

5. Promote current employees. Use psychometric testing to decide which employee is the right fit when new opportunities open up, determine their ability to manage others, and strengthen training or job skills.

Tips & Warnings

• It's possible for people to be dishonest on psychometric tests. Other hiring and screening methods should continue to be used to find the best candidates.