Many companies use candidate evaluation tests of some sort (whether a psychometric assessment or a behavioral assessment) to help them make hiring decisions, train and develop employees and build high-performing teams. However, the wealth of tests available make it challenging and overwhelming for recruiters to know which one to opt for?
Before we determine which test suits your organization's needs, it is important to know why organizations should implement any assessment test.
Are Employee Assessments Beneficial?
Some advantages of incorporating testing into the workplace (whether for recruitment or employee development and training) include:
- Presenting people in a different light to help them learn more about themselves.
- Providing an external, objective view of an individual that is neither skewed by an individual's perspective nor by the organization's culture.
- Tracking career progress and setting goals depending on their performance using personalized information.
- Identifying relevant skills and training needs by analyzing the fit between persons and jobs.
- Creating groups of people who can work together in harmony and produce results.
What is a Behavioral Assessment Test?
A structured study/analysis of a person's behavior using various methods such as interviews, direct supervision, and self-observation is known as behavioral assessment test. It refers to the process of using new-age digital tools to observe, understand, and anticipate human behavior.
Behavioral assessment is commonly used in recruitment and development to measure core competencies needed to do a company's work. Candidates must demonstrate behavioral competence in one or more tasks linked to their job responsibilities to pass a behavioral assessment test that simulates a real-world setting.
What is a Psychometric Test?
Psychometric test online examines an individual's fitness for a company by assessing attributes such as IQ, values, and behaviour. Psychometric assessment is used in recruitment to determine if a candidate is qualified for a specific position or organization. It's especially excellent for big-scale recruiting campaigns – such as graduate hiring – where a huge number of candidates must be reduced down to a shortlist. It's cost-effective, time-efficient, and consistent. Psychometric testing in recruiting has several advantages, including knowing how candidates act and testing for specific traits more consistently and precisely. Psychometric methods can also discover leadership potential in candidates earlier in their careers and create a baseline for future employees to grow and improve against.
Which Assessment Fits Your Needs?
You must first determine what you or your organization hopes to gain by profiling individuals or groups. Then, what guidance do you need to help your organization's recruitment or personal development project? What will line managers, HR, trainers, and consultants do with the information they've been given, and why?
Having understood both the tests and how they empower organizations, the decision on which test best suits your organization depends on your goals. However, it is recommended to employ different tests to obtain a comprehensive, all-round evaluation of an individual. If you wish to employ employee assessments like personality assessment, behavioral assessment, aptitude test, culture assessment test, psychometric assessment, and more consider the gamut of gamified assessments offered by Discover Assessments. Visit their website for more details.
