Depending on budgets and manpower, many companies use ability tests, personality tests, work simulations and assessment centres to get a better picture of the person they intend to hire. Yet the tests are not always 100% accurate or financially viable.
It is relatively easy to define tangible skills, such as ability to use particular software or the knowledge of certain legal procedures; it is more difficult to define intangible aspects like the ability to work unsupervised or willingness to cooperate with colleagues.
Anyone applying for a job will try to give answers they think the potential employer is looking for; if the questions are not carefully constructed, a candidate can easily give educated second guesses. Recruiters sometimes have the ability to size up an individual, produce a portrait of them and accurately predict their performance in a given situation; many do not.
While there is no 'right' or 'wrong' personality, there can be appropriate or inappropriate characteristics. Psychometric appraisals take into account the environmental factors influencing the individual and integrate all the information derived from a personal interview, mental ability tests, interests and personality.
Psychometric interviewers do not meet the candidate face to face, so there is no discrimination against individuals regarding sex, age, race, colour, religion or national origin, and while tests are an aid to the decision-making process, they do not replace the manager's judgement.
Through understanding the personality traits and idiosyncratic behaviours of current and future employees, psychometric testing can accurately predict job performance and determine the most suitable candidate for a specific position. It assists organisations in sourcing employees that fit the company culture, are honest and have high integrity, while alienating dishonesty and eliminating risk, decreasing staff turnover and preventing costly dismissals.
