Common Types of Psychometric Evaluation Tests Used by Corporate Companies

In the past, psychometric evaluation tests have been met with a degree of scepticism. Organisations did not always understand that factors such as personality, temperament, and aptitude play a major role in how well someone performs within their assigned role. Even employees today are sometimes hesitant about the psychological aspect of such evaluations, fearing that it may expose weaknesses or failures, and open them up to hurtful criticisms. Psychometrics, however, are neither pseudoscience nor are they geared toward preying on the vulnerabilities of employees. They are merely tools used to gain a better understanding of who a person is – particularly their strengths and how compatible they are with a specific job.

 

Not only is this valuable for the company, which seeks a deeper understanding of their organisation, but it is also meaningful for the individual who undergoes the assessments. There are several tests and methods currently used, and we at Orgro offer a variety that covers the main aspects that benefit most companies. Our tailored offerings, therefore, assist organisations in measuring key traits objectively and meticulously, removing the need for guesswork.

Psychometric Evaluation - Orgro

Types of Psychometric Tests:

The Characteristics of an Individual’s Personality

People tend to think about personality in terms of extroversion and introversion alone, forgetting that there are quite a few elements that form the make-up of someone’s personality. Personality also impacts job suitability and fulfilment. A shy and reserved person, for example, may not be happy client-facing all day, while someone who is energised by regular social interaction may feel unmotivated while working alone. Some of our psychometric evaluation tests for personality include the Comprehensive Assessment Profile (CAP), Work Personality Index (WPI), Occupational Personality Questionnaire (OPQ32), 15 Factor Personality Questionnaire (15FQ+), Myers Briggs Type Indicator (MBTI), and the Basic Traits Inventory (BTI).

 

Aptitude for a Role

Having the right set of skills and affinity for a role makes an employee more likely to perform at their best. Hiring the wrong candidate for the job is unfulfilling for the candidate and will likely poorly affect their productivity. A psychometric evaluation that focuses on aptitude will determine an employee or candidate’s ability to perform a specific task. It tests verbal and numerical reasoning, perceptual speed, spatial visualisation, mechanical aptitude, and more.

 

Emotional Intelligence

Skills and aptitude are important, but so is the social culture within an organisation. An emotional intelligence psychometric evaluation assesses how well an individual builds and maintains relationships, regulates their emotions, handles conflict, and takes on challenges. We use the EQi.2.0 evaluation to determine emotional intelligence.

 

Cognitive and Learning Potential

Interviews are superb at developing first impressions about candidates for a job, but it is hard to test someone’s on-the-fly problem-solving skills, conceptual thinking skills, or situational judgement from a few questions. Interviewer bias creeps in, often unbeknownst to the interviewer, and unstructured questions may be shallow and even counterproductive. We at Orgro make use of psychometric evaluations such as the Cognitive Processing Profile (CPP), TRAM, and APIL to measure cognitive processes and learning potential.

 

Integrity and Potential Risks

Some positions require a high level of ethical conduct, especially in roles that handle finances, valuable goods, or confidential information. Hiring the wrong employee puts the organisation’s reputation within their industry at risk, so assessing ethical standing is essential. The psychometric evaluation tools that we use to test integrity and predict counter-productive behaviour at work include the Work Related Risk Profile (WRISC), IP200, and the Giotto assessment.

 

Values that Drive Behaviour

Values and integrity are closely related, but values are based more on the core priorities that drive a person’s behaviour and how they make their decision. Understanding an employee’s values allows the organisation to determine whether these values are in line with the company culture and the decision-making frameworks that the organisation strives toward. We offer a “values orientation” tool to help measure these traits.

 

Why Professional Help is Crucial to the Process

Some organisations prefer to undertake psychometric evaluation tests on their own, often with the help of their Human Resources department and a few basic tests that can be found online. The problem with these tests is that if they are used or assessed in the wrong way, they can be damaging to the self-esteem and even the identity of employees. Utilising professional services, like our offerings here at Orgro, ensures an empowering, uplifting outcome for your organisation and its members.

 

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