Today we are going to talk about a great ally of HR in the search for the ideal talent: the application of psychometric tests for recruitment and selection.
Used mainly to assess specific behavioral characteristics of candidates, such as resilience at work, psychometric tests are essential when it comes to validating whether there is a cultural fit between the company and the future employee.
If you want to know more about the importance of this practice or, if you want to know some types of psychometric tests that can be adopted by your company during the selection processes, just read on! 😃
Throughout this content, we will explain everything you need to know to get the most out of psychometric tests.
What are psychometric tests?
Anyone who works with HR knows that recruiting and selecting candidates is quite a journey, right?
After advertising the vacancy, receiving hundreds of CVs, and performing the initial screening of profiles, it is necessary to adopt some tools capable of narrowing this process even further.
This is where the importance of psychometric tests for recruitment and selection comes in, a stage whose main objective is to signal who are the aptest candidates to fill the position that is open.
In other words, this assessment method allows HR to identify professionals with the psychological profile most aligned with the organizational culture, taking into account the personality traits and behavioral skills that are most valuable to the company.
Why are psychometric tests so important?
One of the main benefits that performing the emotional psychometric test brings to HR is the possibility of evaluating what we call cultural fit, that is, the ability of a person to adapt to the values and purposes of a company.
It is worth mentioning that this is an aspect that has gained super relevance in recent years. Increasingly, interpersonal skills (currently better known as soft skills) are no longer seen as desirable to become essential.
The change did not happen by chance: companies gradually noticed that, by hiring professionals with soft skills, personality traits, and values compatible with the company’s culture, it was easier to keep them motivated and engaged with the organization.
This alignment has other relevant developments. For example, engaged professionals tend to produce more and stay in a job longer, in addition to becoming true ambassadors for the company they work for.
You can already see why psychometric tests are so successful among HR professionals, right?
6 types of psychometric tests you can adopt
Now that you already know the importance of psychological tests for recruitment and selection, you must be wondering what is the best way to adopt this tool, right?
Well, the truth is that there is no single answer to this question. There are different types of psychometric testing for employment and the choice of the best option will depend on the individual goals of each organization.
Below, we list the most used models so that you can get to know them and thus make a more assertive decision:
Concentrated Attention Test (AC)
As its name suggests, the AC Test aims to assess the level of concentration of candidates even under pressure and is especially suitable for programming positions, as this is a profession that requires a lot of focus.
Generally, the AC Test is composed of symbols (triangles that point in different directions) distributed in space. The candidate, in turn, must locate and mark the three model stimuli that will be marked at the top of the page, within a rectangle.
Non-verbal intelligence test – G38
It is a psychometric test for recruitment and selection that assesses the general intelligence factor of candidates, including some skills such as logical reasoning and analogy.
The G38 test is so named because it usually consists of 38 figures with a part missing. Each figure, in turn, must be completed with one of the six possible answers presented.
Also known as the Typological Assessment Questionnaire, the Quati test is widely used to identify candidates’ cognitive and behavioral patterns.
Basically, it allows the company to assess what attitudes candidates tend to have in different situations, considering aspects such as introversion and extroversion and even if the individual tends to act more rationally or emotionally.
The test consists of approximately six questions, with 15 answer alternatives for each.
Time Management Test (ADT)
The ability to manage time is something so important within the corporate world that there is even a specific test for it, the ADT.
In it, candidates are invited to perform a task under pressure (individually or in a group), allowing HR to assess how they will organize themselves to deliver what has been requested.
Another way to apply the ADT test is through the application of a questionnaire with statements related (directly or indirectly) to the topic.
The purpose of this psychometric test for recruitment and selection is to learn more about the personality of the interviewee, as well as their preferences and the way they relate to others.
Its application basically requires the candidate to complete some drawings (arranged in a rectangle divided into eight squares) with the first image that comes to his mind.
At the end of this step, he should also number the frames the way he wants and give each drawing a name/title.
Each frame, in turn, measures a different characteristic: self-concept, affectivity, ambitions, unconscious contents, vital energy management, reasoning, interpersonal attitude, and ability to commit to norms.
To complete the list of psychometric tests for recruitment and selection, we have the palographic test. In this case, candidates must fill in a blank sheet with parallel lines, which will be evaluated later by a trained professional.
Each type of trait reveals a characteristic of the individual’s personality, with the most common types being narrow, widely spaced or wide, inclined, irregular, and balanced traits.
Overall, traits can be related to some specific behaviors, such as productivity, organization, work pace, and ability to concentrate.
As you have seen so far, there are a number of psychometric tests that can be adopted during the selection of candidates.
Although they vary among themselves, the main objective remains the same in all of them: to help HR identify the profiles that best suit the vacancy and, above all, the style of the company.
If your organization still does not invest in this tool, perhaps this is the ideal time to change this scenario. After all, more assertive hires bring huge benefits to the business, such as increased productivity, reduced turnover, and much more.
Remember: having the right talent is the best way for companies that want to grow sustainably. We hope that, with this content in hand, you already know where to start.
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