Everything you need to know about psychometric tests in recruitment

The psychometric test in recruitment is an integral part of all modern selection processes for candidates. Indeed, companies consider it a practical and efficient tool to better understand a candidate's profile and therefore find the rare gem.But what about in the field? Is this type of test really suitable for revealing a candidate's skills and intellectual profile? And more complex still, how to identify the appropriate test to use in each case?Discover here what a psychometric test in recruitment is and what advantages it can bring to your company.

What is a psychometric test?

A psychometric test in recruitment is a tool designed to improve the recruitment process by evaluating a person's abilities. Initially created to facilitate medical and neuropsychological diagnosis, these tests have gradually extended to human resources.They are now considered reliable solutions for predicting a candidate's professional performance and ensuring their suitability for a specific position in a company.It should be noted that they can take the form of multiple-choice questions related to the job in question. Similarly, the duration of this assessment can range from a few minutes to several hours depending on the needs.

Why should HR use psychometric tests during recruitment?

Several reasons justify the use of a psychometric test for recruiting new employees.

Improvement of productivity and profitability

Psychometric tests allow HR to identify candidates with the required skills and abilities to perform in their future roles.The goal is to have a perfect match between the selected candidate's profile and the job requirements. This alignment promotes employee satisfaction and professional fulfilment while ensuring better returns for the company.

Reduction of hiring risks

Hiring new employees represents a significant investment for a company as it must pay for job ads, integration, and training. Hiring the wrong candidate means this investment is wasted.This can even cause project delays or internal conflicts. A psychometric test used in recruitment can confirm the candidate's suitability for the position, which limits the risks mentioned.

Objectivity and impartiality

During traditional interviews, it is not uncommon for opinions and stereotypes to influence recruiters' decisions. A psychometric test in recruitment addresses this issue by relying on neutrality and standard data to better evaluate talent during the process.The impartial nature of the tests ensures that all candidates are assessed according to the same criteria and that decisions are based on concrete data.

What are the different types of psychometric tests?

Several types of psychometric tests are used in the recruitment processes of future employees. Their common goal is to provide an overview of the candidate's personality, intellectual abilities, and technical skills.To help you better understand, an overview of these categories of tests is provided below.

Personality tests

Personality tests are designed to assess the character traits and behaviours of the candidate behind a CV. These traits can include extraversion, agreeableness, openness, and emotional intelligence.They can also provide recruiters with useful information about the candidate's adaptability and leadership.Among the most popular personality tests are the Myers-Briggs Type Indicator (MBTI), the Personality and Preference Inventory (PAPI), and the Big Five.Depending on the abilities recruiters aim to analyse, the tests can take various forms. They can appear as multiple-choice questions, memory tests, or number sequences.

Skills tests or simulation exercises

Also called assessment centres or professional simulation tests, skills tests are simulation exams. These exercises involve recreating typical professional scenarios allowing HR to evaluate the candidate's abilities.A psychometric recruitment test dedicated to skills can focus on managers in a meeting facilitation situation. It can also apply to hotel staff facing demanding or dissatisfied customers.The objective is to observe the participants' reactions and behaviours in response to questions or problems.

Aptitude tests

Aptitude tests generally focus on the intellectual or cognitive predispositions of a candidate to understand them. These tests measure the speed of task processing, memory capacity, and problem-solving skills.They can be grouped into two categories: verbal aptitude tests and numerical aptitude tests.The first category evaluates the ability to understand, interpret, and communicate linguistic concepts. The second category assesses the candidate's skill in performing arithmetic calculations and reasoning from numerical data.

Reasoning tests

Psychometric reasoning tests are designed to measure a candidate's predisposition to think logically and draw conclusions from partial information.They can be divided into two categories: logical reasoning tests and abstract reasoning tests. The first evaluates the candidate's ability to reason, particularly based on well-known principles or rules. Examples of logical reasoning tests include:

• Dominoes;
• Cards;
• Logical sequences, and many others.

Unlike the logical test, abstract reasoning tests explore the individual's competence with abstract patterns and configurations.

Attention and concentration tests

These evaluation methods aim to determine if a candidate can maintain their concentration during a task. These tests are particularly useful in professions where high concentration is required, such as for pilots.A psychometric recruitment test designed to evaluate attention ensures recruiters that potential employees can concentrate well on their work.It can take the form of eye-tracking tests (memorising the order of presentation of various images), or sustained vigilance tests (pressing a button when a specific sound is played at irregular intervals).Attention and concentration tests also measure an individual's ability to divide their attention between multiple tasks.

Examples of psychometric tests used in recruitment

There are various psychometric tests used for recruitment. These tests constitute a genuine sourcing tool to quickly target the best candidates for vacant positions. Here are some of these tests and what each of them entails.

• MBTI (Myers Briggs Type Indicator): This psychometric recruitment test evaluates a candidate's personality traits by assessing their communication style and information analysis and decision-making processes. The MBTI can also determine whether the candidate is introverted or extroverted, which can be crucial for the position;
• PAPI (Personality and Preference Inventory): This test measures a person's attitudes and behaviours in various areas, including assertiveness, stress management, motivation, and cooperation. Companies use the PAPI to evaluate candidates' ability to adapt to a specific role and thrive in a given work environment;
• Big Five: This assessment explores several dimensions of personality, including openness, conscientiousness, extraversion, agreeableness, and neuroticism. HR generally uses this personality test, which consists of about a hundred questions, to determine the candidate's compatibility with the company's culture and adaptability;
• Hendrickson's Personal Profile Analysis (PPA): The PPA is a psychometric recruitment test that analyses a person's motivations, such as social recognition, material success, and group belonging. It also reveals the person's fundamental fears and behaviour under pressure;
• Emotional Intelligence Test or TEIQue: This psychometric recruitment test measures a candidate's ability to perceive, understand, and manage their own emotions as well as those of others. This helps HR determine the candidate's ability to handle stress, communicate effectively, and work in a team;
• Dominoes Test: This test evaluates participants' general intelligence by asking them to determine the dominoes that complete a series in a certain order. Sometimes used in competitions for admission to academic institutions, this test also assesses a potential employee's ability to organise tasks;
• In Basket Test: In this test, the candidate undergoes a psychometric recruitment test that measures organisational skills by asking them to sort and prioritise several tasks simultaneously. This can involve managing a series of emails within a given timeframe. For each task, the candidate must indicate whether they will execute or delegate it;
• Eros Test: This test measures a candidate's general knowledge and skills in customer relations. It evaluates verbal and numerical expression abilities as well as listening skills;
• IC Test: This psychometric recruitment test allows HR to identify a candidate capable of learning and applying new knowledge in various situations. In other words, companies use the IC test to evaluate a potential employee's ability to understand and follow new instructions;
• SHL Questionnaire: It consists of a series of multiple-choice questions designed to assess job applicants' aptitudes, including interpersonal relationships, ways of thinking, and emotions. Companies use this evaluation method to understand how different behaviours affect candidates' performance.

How can a psychometric test be integrated into recruitment?

A psychometric test can be integrated into the recruitment process at various levels. It can be used at the beginning of the process to filter applications. It can also be used in addition to interviews or to identify candidates' soft skills.

At the beginning of the recruitment process for low-skilled staff

At the start of the selection process, the psychometric recruitment test helps eliminate the least interesting applications. This method saves time and quickly identifies candidates whose scores best match the ideal profile for the vacant position.

As a complement to an interview

Tests can also serve as a support to traditional interviews. After identifying the most promising candidates based on CVs and cover letters, you can indeed ask them to participate in a psychometric test during the recruitment process.The goal is to get a more complete idea of their skills and personality traits. It is also an opportunity to objectively compare candidates and choose the one who best fits the job.

To identify soft skills

Many employers seek soft skills such as mediation, communication, and problem-solving. However, these skills are often difficult to assess solely through a CV or interview.A psychometric recruitment test can fill this gap and provide an effective solution for analysing these attributes in candidates. For example, personality tests can highlight natural tendencies in leadership and teamwork.

What to remember about the psychometric test in recruitment?

It should be noted that psychometric tests have significantly changed the way companies select new workers. They offer an additional source of objective data on a candidate's abilities.Similarly, these tests are excellent solutions for identifying essential soft skills to ensure success in almost all company roles.The psychometric test in recruitment allows HR managers to find the best talents for their companies.