Today, discussions often circulate on social media about the necessity of psychometric tests. These discussions are often fueled by older generation tests, though even they have their purpose. The fact is that people are becoming increasingly "digital." Zoomers, or Generation Z, are emerging and seeking their place in the world. Millennials are arguably the last generation to remember the analog age, and subsequent generations require tests to be adapted to their experiences. Of course, this applies to all previous generations too.
Today, every psychometric test should be designed to easily assess a candidate's suitability for a specific role within a company, based on the required abilities and skills.
While the interview process can be subjective, psychometric testing can very accurately and precisely measure numerous attributes, including intelligence, critical reasoning, motivation, personality profile, and more.
Some of the most commonly used psychometric tests on the market today include:
- Myers-Briggs Type Indicator
- Minnesota Multiphasic Personality Inventory (MMPI)
- Occupational Personality Questionnaire (OPQ)…
Common complaints about these tests can be that they are "already seen," some are expensive, there are "learned answers," etc.
In any case, their primary purpose is for recruiters, with enough questions and answers, to get an accurate picture of the future employee's overall personality, motives, abilities, skills, habits, and instincts. For this reason, several tests or different batteries are often combined today. They can be found in off-line and on-line forms, with online versions generally preferred because, if well-designed, they can measure many more parameters than just the start and end times of testing and the answer to a specific question.
A properly designed psychometric test today should tremendously simplify the recruitment process, as they are now mostly created by industrial-organizational psychologists with the help of neuroscientists and psychologists.
A good psychometric test will help employers ensure that new hires better align with their business models, corporate culture, and the candidates' personal wishes and needs. This should shorten the onboarding process and reduce employee turnover.
Today, we face a labor shortage, especially in high-demand sectors like ICT, and trends show that employers are increasingly willing to hire people without specific experience, which is excellent. However, if someone without specific experience is hired, and the company is willing to invest in their mentoring and education, it would be desirable for that person to have strong abilities for the position. Testing can also reveal where a candidate might face minor challenges, allowing for tailored education or training. This approach enables employees to become active and engaged in processes immediately after hiring, to self-actualize, which will make them feel better and ultimately contribute to the company's success.
Interview
Although interviews, or conversations with a psychologist (if one exists in the organization), should not be avoided, psychometric tests help us identify candidates who adjust their answers during interviews to fit the offered position, even if their abilities, skills, and work style do not align with the company itself. Such candidates ultimately cost us much more money and time than what is needed for the testing itself.
Test Customization
Every company is unique, and there shouldn't be a standard psychometric assessment. Although a "universal" test can still provide an overview of each candidate's abilities and skills, a customized psychometric assessment will surely better identify the right candidate for a specific role. Today, by combining information from internal psychologists and using the https://www.onetonline.org/ database, psychometric tests can be created that provide a perfect match for both the candidate and the company.
Employee Development
Psychometric assessment can also offer additional benefits for existing employees. We all have innate abilities and acquired skills gained through work, learning, and influenced by our environment. For a company to grow, there's always room for improvement in every skill, and testing can indicate what kind of education, training, or similar support we need to provide for each employee.
Our Psychometric Test
DeeP Research brings the most comprehensive cognitive psychometric test to the Croatian market (available in Croatian and English).
The test is in an online format.
The test combines several batteries as a whole, with questions from the batteries appearing alternately. The test includes verbal and visual analogies, applied mathematics, an automatic thoughts questionnaire, BIG5, cognitive motivation, conflict resolution, hierarchy of needs, interactive listening, matrix reasoning, attitudes towards work, metacognition, PES, risk and uncertainty avoidance…
The test essentially "measures" innate abilities and acquired skills, and performs psycho-social profiling.
Also, with the help of the largest job analysis database, https://www.onetonline.org/, we can create a customized test for a specific job or position. With the help of corporate psychologists, it is also possible to create a test for a specific company, its strategy, and corporate culture.
The test is validated and calibrated based on the general population worldwide (including the EU and Croatia) and on four dimensions (age, gender, education, ethnicity). It is additionally calibrated on a sample of the Croatian general population of over 3000 respondents. The fact that it is online allows for the measurement of various parameters during its completion, providing a more complete picture of each candidate.
It is available in Croatian and English.
A demo version of the test can be requested at: info@deepproject.hr
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