{"id":69855,"date":"2021-08-30T23:19:38","date_gmt":"2021-08-30T23:19:38","guid":{"rendered":"https:\/\/arielle.com.au\/?p=69855"},"modified":"2024-01-03T23:35:51","modified_gmt":"2024-01-03T23:35:51","slug":"psychometric-testing","status":"publish","type":"post","link":"https:\/\/arielle.com.au\/psychometric-testing\/","title":{"rendered":"Psychometric Testing: A Survival Guide For Managers & Executives"},"content":{"rendered":"Reading Time: <\/span> 4<\/span> minutes<\/span><\/span>\n

Chris, a candidate for a senior VP position with a well-known global organisation, has made it through several screening rounds with the recruitment firm and company.<\/p>\n\n\n\n

The next step: a psychometric test to delve deeper into Chris\u2019 psyche to determine his fit.<\/p>\n\n\n\n

Chris is excited about the role, but a little nervous about the psychometric assessment – and wants to understand more about what psychometric testing is, how the results are used and how he can prepare.<\/p>\n\n\n\n

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What Is Psychometric Testing?<\/strong><\/h2>\n\n\n\n

The Psychometric Institute defines psychometric tests as <\/p>\n\n\n\n

\u201cA standard and scientific method used to measure an individual’s mental capabilities and behavioural style.\u201d<\/span><\/div><\/div>\n\n\n\n

They\u2019re often used during the hiring process to help the employer get a better sense of how well a candidate will \u201cfit\u201d within the organisation – and to uncover relevant traits lurking under the surface of one’s personality.<\/p>\n\n\n\n

(Related: How To Get Noticed By Executive Recruiters<\/a>).<\/strong><\/p>\n\n\n\n

For executive-level positions, psychometric testing allows recruiters to take a deep dive into behavioural qualities that impact leadership aptitudes, such as empathy, the ability to influence others, and the ability to cope with ambiguity.<\/p>\n\n\n\n

Is it effective? <\/span><\/div><\/div>\n\n\n\n

In short, yes.<\/p>\n\n\n\n

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Important!<\/h3><\/div>

While this type of testing is decades old, new psychometric tools (discussed later in the article) offer employers higher levels of insight – and a sharper ability to predict candidates’ future job performance.<\/p><\/div><\/div><\/div><\/div><\/div>\n\n\n\n

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Psychometric Testing In Executive Recruitment.<\/strong><\/h2>\n\n\n\n

Recruiting at the executive level is expensive and risky. Psychometric testing is used to curb some of those risks.<\/p>\n\n\n\n

For some candidates, this may mean that – while they may have exceptional qualifications and references – they may not land their dream leadership role<\/a> – at least in part due to the results of a psychometric test.<\/p>\n\n\n\n

For those who are unfamiliar with the science of psychometric testing, the methods may seem subjective. Understandably, this attitude can lead to a sense of distrust in the outcomes.<\/p>\n\n\n\n

But are these concerns valid?<\/p>\n\n\n\n

Marie-H\u00e9l\u00e8ne Pelletier<\/em>, MBA, PhD, RPsych, is an executive coach, work psychologist and professional speaker who works regularly with executives.<\/span><\/div><\/div>\n\n\n\n

\u201cIt\u2019s critical to keep in mind that psychometric tests are considered as only one type of information gathered during the recruitment process to assess candidates\u2019 competencies and attributes relative to the job,\u201d Pelletier says.<\/p>\n\n\n\n

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Important!<\/h3><\/div>

Pelletier points out that her clients, after taking these types of assessments and not receiving a job offer, often get concerned about what they perceive as \u201cpersonality faults.\u201d<\/p><\/div><\/div><\/div><\/div><\/div>\n\n\n\n

She emphasises that it\u2019s important to contextualise the results of your psychometric test in terms of a specific position and organisation.<\/p>\n\n\n\n

Not every individual is a great fit for every position.<\/em><\/span><\/div><\/div>\n\n\n\n

That\u2019s particularly true the higher one moves up the corporate ladder.<\/p>\n\n\n\n

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Important!<\/h3><\/div>

Just because an applicant isn\u2019t the right fit for the CFO role at ABC Company Ltd doesn\u2019t mean there\u2019s anything wrong with them. They might be a great fit for the same or a similar role at a company with a different culture just across the street.<\/p><\/div><\/div><\/div><\/div><\/div>\n\n\n\n

From an employer\u2019s standpoint results of psychometric tests reflect potential fit – not flaws – and that\u2019s really a mutual benefit.<\/p>\n\n\n\n

While applicants generally would like to land the jobs they\u2019re applying for, if the fit isn\u2019t right, being passed up for a job might be a blessing in disguise.<\/p>\n\n\n\n

Studies show that executives who aren\u2019t a great fit for their organisation or role tend to be less engaged and have decreased job satisfaction, which can easily translate into a short tenure.<\/p>\n\n\n\n

(Related: Best 5 Types Of Feedback To Use In The Workplace<\/a>).<\/strong><\/p>\n\n\n\n

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How To Prepare For A Psychometric Test.<\/strong><\/h2>\n\n\n\n

You’re not going to like my answer.<\/p>\n\n\n\n

While it can be tempting to Google “psychometric testing tips” and spend the afternoon learning how to beat the test, the best way to prepare is to simply be yourself.<\/span><\/div><\/div>\n\n\n\n

Most tests have built-in mechanisms that ensure that only trait – not state – aspects of your personality are measured. Similarly, most have \u201clie scales\u201d designed to detect inconsistent (untruthful) responses<\/a>.<\/p>\n\n\n\n

This is often done by asking very similar questions in different ways. For instance, the APA offers this example:<\/p>\n\n\n\n