Role of Psychology in Talent Acquisition

Role of Psychology in Talent Acquisition

Today, TA has become a bit more complex, because it goes beyond experience and qualification in itself. What HRs of today are on lookout for, has got lot to do with the personality, aptitude, honesty, anger management and many more such characteristic traits of an individual. This is where psychometric testing has a pivotal role to play.

There is a distinction between a psychometric test and a psychometric assessment. The main difference is that a test measures your maximum performance using tasks that have right or wrong answers. An assessment will typically use a questionnaire-format, asking you to rate your agreement levels with certain statements, or perhaps indicate how frequently you feel a certain way.

The word psychometric basically refers to the measurement of the mind. Psychometric testing allows the company to gather a comprehensive understanding of an individual’s personality and abilities. Employers who choose to use psychometric testing during the recruitment process gain a better overall evaluation of the candidate and hopefully in the process secure the best fit for the role.

Countries like India too are slowly but hesitantly adopting the use of psychometric tools. Recent survey estimated that 18 per cent of companies use psychometric testing in their hiring process, a percentage that is growing at the rate of 10-15 per cent annually. While some are using psychometric analysis to gauge the P-E fit, many are using it to identify candidates with leadership potentials at the time of promotions. Psychometric tests can measure a number of attributes including intelligence, critical reasoning, motivation and personality profile.

As an indicator of your personality, preferences and abilities, psychometric tests can help prospective employers find the best match of individual to occupation and working environment.

The personality tests are often done using questionnaires while ability is measured with the Following tests.

  • Logical reasoning
  • Numerical reasoning
  • Verbal reasoning
  • Mechanical reasoning
  • Abstract reasoning and others.

If used the above tests accurately, can prove useful in providing the management guidance on career progression for existing employees. There are different types of tests, but generally they’ll be used to measure how people differ in their motivation, values, priorities and opinions with regard to different tasks and Situations. In terms of personality, the tests can give an indication of the working style favored by a candidate and how they interact with both their environment and fellow workers. The tests are helpful at analyzing the more ‘hidden’ traits of an individual.

Formal education and past experience will not always provide a clear, up-to-date assessment of these personal skills.

Aptitude tests, for example, could help to provide a better, more realistic and current view of a candidate’s abilities than a formal certificate of education.

SOT – Science of Talent Acquisition, is a Consulting, Hiring & Staffing Services firm founded by senior industry professionals coming from reputed international organizations.

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