To effectively fulfil the requirements of a company, HR professionals must educate themselves and discern accurate psychometric assessment tools to utilise them for various HR operations.

FREMONT, CA: Many companies encounter a serious manpower issue, and HR professionals are required to embrace efficient assessment techniques to handle the challenge. The selection process undergoes various transformations every year. Companies are moving away from traditional unstructured interview-based recruitment and toward a more enhanced system that incorporates psychometric tools into the selection process.

Executing proper psychometric and personality tests is an incredibly cost-effective supplementary tool for initial selections, employee development, and also managing underperformers. Therefore, many companies are embracing psychometric tools in HR processes for selection, training, development, and learning. However, businesses sometimes struggle to identify the right tools to use and integrate them into the selection process.

Using psychometric tests depends on various factors such as education and experience, the country where they work, test publisher marketing, access to popular articles on testing and assessment and many more. Most of the B-schools do not teach a course on psychometric testing, and the learning process takes place during the job. Sometimes the information delivered to HR professionals is incomplete and incorrect, so there is a need to clarify it.

Most psychometric tests assess an individual on certain parameters. It is safe to assume that the image displayed by the test resembles the actual personality attribute if the test is standardised, has strong psychometric features, and is evaluated by a skilled and certified expert. However, a few discredited psychometric tools are inaccurate and unreliable. Moreover, the results should be used as additional information and not as the only decision-making criterion. Hence, it is essential to understand that all measures have an error component embedded in them.

All Personality Tests are the Same

A misunderstanding prevailing among many HR professionals is that all personality tests are the same. They must note that the labels assigned to personality characteristics could be the same, but the way those labels are defined differs. For instance, two tests would interpret leadership in different ways. Therefore, organisations using such tests must choose tests that meet their requirements and use them accordingly.

Tools Created in One Cultural Setting can be Applied in Another

There are several perceptions concerning this issue. One school of thought opines that there is a need for global thought leaders to develop the next generation of enterprise so that the tools built in western countries can be used in other countries too. Another point of view is that using global tools may not work in certain countries due to cultural differences. Therefore, cultural diversity can pose a challenge in applying global tools that are effective in other regions.

Existence of Ideal Success Profile

As organisations require different competencies at different points in time, there is no best profile which will offer a success rate in recruitment. For example, if a company is looking for business leaders interested in growing and advancing in new areas, they prefer transformational leaders with high forward-thinking and innovative scales. On the other hand, if a business is considering leaders who can manage the status quo, the focus will be on managers who score highly on conventional, democratic, and rule-following scales.