The pros & cons of psychometric testing

Have you ever used or completed a psychometric?

It's been found that approximately 75% of The Times Top 100 Companies are using psychometrics as part of their recruitment process. Their use is continuing to rise, too. The reason for this level of popularity is that they’re generally found to be helpful, backed up with powerful data, driving organisations hire successful candidates.  

The 'personality assessment' aspect of psychometric testing can, for example, add a 10% - 20%  enhancement over simple chance in predicting which candidate will deliver higher job performance. It’s not just new hires that can benefit from personality assessments; so too might existing employees who can increase their own self-awareness, build deeper understanding of their strengths and weaknesses and map out a clear path in which to develop themselves. Personality assessments are also helpful where two employees don’t see eye-to-eye. Testing can help highlight where conflicts may lie and how they might be resolved.

Psychometric testing for team engagement

These tests certainly get people talking, encouraging team members to get to know not only themselves, but also one another. They can be used to trigger conversations with questions such as “I didn’t know you were so introverted?”, or “are you really that uncomfortable when there’s little to no structure?”.

The results help leaders and managers understand their teams better, building rapport and helping them reach their full potential. They’re a useful tool for team development as they help deepen mutual respect, trust and harmony; collaborative potential can excel as a result. When used correctly, psychometric tests can lead to higher performance, better output, and bigger profits.

Hidden dangers of psychometric testing

We mustn’t think, however, that these tests are a silver bullet; they all have their drawbacks. And the biggest one is user error! Some tests may have been designed by bona fide experts in their field, but these experts ultimately have little control over the humans filling them in or making decisions based on their outcomes. Humans are prone to errors like misinterpretation, misreading, or faking responses to make them appear more favourable thus distorting the quality of the output of the test.

Neither can psychometrics capture absolutely everything about the people they measure. While our personalities can determine how we behave on a baseline level, our environment can affect how we present ourselves. We might be more sociable at gatherings, or more curious at art galleries and museums, or more stubborn in heated debates with our siblings. And this could change depending on the organisation and team in which we work.

5 tips to get the most out of psychometric testing

1. Choose your tool wisely:

   The market is inundated with psychometrics. Some are scientifically robust and high quality, others are based on flawed research, gibberish, or - quite simply - are utter rubbish. It’s often difficult to distinguish this at first glance, and cost is not a reliable indicator of quality so, make sure you do your research or consult our team at D4SP for advice.

2. Understand the bias of psychometric testing:

   The tests can’t tell you everything about a person. Recruiters often eliminate people from the selection process based purely on their psychometric results; this isn’t the right way to do it. People develop behaviours over time, and may present differently to their results, which should be explored with the candidate.

3. Discuss results:

   If completing a psychometric as a team, make the most out of it and have a conversation. Doing the assessment is often just the starting point. Engaging in meaningful conversation afterwards, problem-solving, building harmonies and identifying risks is where real value can be extracted.

4. Create tangible actions:

   Explore how psychometric testing can enable new starters and existing teams to work closer together. Use what you’ve learnt as a development tool rather than seeing it as a tick-box exercise.

5. Work with an expert:

   If you want to get maximum value from your psychometric investment, consider partnering a professional to support you. Not only will you benefit from invaluable expertise, but also impartiality to help you and your team, whether it’s part of your recruitment processes or a team building exercise, get the best results you can.