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ARTICLE 1: Why do employers use psychometrics?
The following articles is the first of 3 about why employers use
psychometrics.
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Introduction
Psychometrics????... You may or may not have heard this term.
Psychometric assessments incorporate a number of methods used by
employers to choose the right person for the
job, or to make
promotional decisions and assess a development need. The following
article takes a brief look at psychometrics and what you can do to
equip yourself to perform well in these assessments.
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Interesting fact: About 75% of medium to large
sized companies use some form of psychometrics within their selection
procedures.
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Why do employers use psychometrics?
More employers are seeing the benefits of using some form of
psychometric assessment within their selection procedures. The reason
is that these assessments are:
· Standardised; this means that the assessments are
the same for everyone and allows employers to directly compare between
applicants.
· Consistent; the more consistent a selection
procedure is, the more faith applicants will have in it. In addition,
psychometric assessments, unlike interviewers never have a bad day!
· Objective; because psychometric assessments are
standardised and consistent they will not judge candidates on race,
gender or other factors that are not directly relevant.
· Efficient; because they can be administered
easily to large groups of candidates, psychometric assessments reduce
administrative time, allowing organisations to focus on face-to-face
interviews.
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About the author of this article:
Nicole Fomin is a consultant psychologist at Human Factors
International. She has worked with government and corporate bodies,
designing assessment centres and advising on screening and selection
procedures.
Human Factors International provide psychometric assessments, both
paper and online as well as administrator training, assessment centre
design and a full range of business psychology consultancy services
around the world.
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