Many Asia-Pacific companies use psychometric assessments to indicate employees' strengths and weaknesses and uncover hidden skills to improve employee engagement, leading to an organisation’s success.

FREMONT, CA: Psychometric assessments, indicating individuals’ strengths and weaknesses, personality traits, and behaviours, gained attention during the transitional period of the pandemic. HR managers use these tests to determine skills to effectively recruit employees in different roles in a company to accomplish tasks. Moreover, these tests help individuals to understand their competencies and discern weaknesses, and work on improving their strengths.

Also known as aptitude tests, psychometric tests measure a candidate’s suitability for a role based on the necessary personality traits and cognitive ability. Managers use the collected information from these tests to recognise the hidden talents of a candidate that they might be unable to understand from a face-to-face interview. Furthermore, these strengths assessments ask questions to examine employees’ preferences and recognise significant traits that help their performance on the job. It helps HR leaders to distinguish between each employee’s skills and what they are better at than others, such as working in a team or independently. There are also psychometric tests that combine psychology with data science. It is employed to understand a person’s abstract reasoning, behavioural and competency, numerical reasoning, emotional intelligence, sales competency, cognitive testing, mechanical reasoning, and verbal reasoning.

Using the Results Effectively

Most HR managers use these tests during the extremity of the recruiting process. They can use these results of candidates to determine whether applicants are eligible for the available role. The results display that the candidate has the skills and traits to perform better in a specific task.

The results can be a motivating force for existing employees in a company. They may identify their hidden talents and better match people on teams and projects with their skills. These results can be well used by HR professionals to develop conversations with employees regarding their career growth and development. These tests can also serve as a crucial step in constructing strategies and plans for employees’ futures with the organisation and beyond.

Displaying these results to the employees also highlights that a company cares about its growth and keeps them engaged with the company’s strategies. It also helps organisations to maintain employees’ investment in their business's success. As these assessments indicate strengths within a company, it makes workers feel needed and valued. However, these psychometric or strength tests are not a guarantee of an employee’s success at a company. They can only be used to evaluate eligibility and determine whether they are fit for a particular job. It provides managers with insights on how to leverage the potential of their team members. This could also be an effective method to engage employees and enhance their experience at work.