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.