Psychological testing is not new, but should it be used across all industries and job types?
After almost two and a half years of leaving jobs, gaining new skills, and experiencing new things, I finally decided to put myself on the market AGAIN! Thus, I apply to one of the companies after uploading my résumé and curriculum vitae and completing my profile.
I was instructed to take a psychological examination. This is not the first time I’ve taken a psychological exam connected to a job application; it happened nearly a decade ago. When I first began seeking a job many years ago, I was always anxious when required to take this exam. I wasn’t frightened; I was confused and opposed to learning.
That is why I often fail; at that moment, I frequently wonder, “what is the purpose of this test?” I phrase my question in this manner since they never provide feedback or data. I simply got the message, “Sorry you failed.”
And that statement piqued my interest even more, and I began to research the significance of a psychological exam while applying for a job.
According to Mark Parkinson, a business psychologist who designs both types of exams for businesses. Psychometric tests and questionnaires are often used interchangeably. The definition of a test is “anything that has a correct or wrong response.” For example, a test may examine numeracy or literacy. At the same time, a questionnaire might be used to learn more about someone’s personality. Employers may utilize one or both of these methods for the recruiting process.
The questionnaire is intended to uncover aspects of your personality that you may not otherwise disclose in an interview. Such as your behavior and motivations, using questions to show how you act and what inspires you. A good exam will be designed with a built-in “lying scale” to detect inconsistencies and make it impossible for you to put on an act. An aptitude test is intended to demonstrate your ability to do the activities needed for your profession. It may also test your knowledge to arrive at the correct answer quickly. Parkinson explains that a company may have a minimum score requirement or seek the individual with the highest score.
They are effective only when the employer understands what they seek.
According to Parkinson, it is only helpful if the recruiter understands what they are measuring. He explains that “They typically fail when people attempt to use them to analyze qualities that you can’t quantify, such as creativity or leadership.” The recruiter has to identify what qualities they believe constitute a successful leader and then seek those qualities in their candidates.
A personality test cannot be passed or failed.
As Cooper explains, “you cannot “ace” a psychometric exam; instead, the recruiter utilizes it to determine your strengths and limitations. And whether or not they line up with the job criteria. He also points out that scoring well on sociability may be advantageous for certain positions.
Suppose you were applying for a position auditing sensitive accounts or maintaining a remote lighthouse. In that case, it might be detrimental to your job search.
However, the other aspects of the recruiting process should also be considered. The employer may be searching for specific results in the exam and rejecting individuals who do not meet the requirements. You will not have failed the exam in the traditional sense, but you will not be hired.
Everyone has to be involved in the process.
Cary Cooper, professor of organizational psychology and health at Lancaster University. says that “if you’re recruiting for senior people these days, you’ll normally perform something called an assessment center; this would entail an interview, a work sample, and a psychometric test.” According to this statement, “an interview is a poor predictor of final success.
When considered alone, the other ingredients are just as powerful. It is difficult to tell whether a person can work in a fast-paced setting based on the quality of their work without understanding how they handle decision-making.
Parkinson advises that findings should always be confirmed through an interview. If a person seems friendly, they should be asked to provide an example of their sociability.
I understand what and why in theory. However, it’s unfortunate that I sometimes see this exam as a formality; I have no doubts about the recruiters’ job. However, it would be preferable if you could offer comments on where the weaknesses are so those job seekers may enhance their quality. If it cannot be communicated orally, it will at least provide the outcome. As an example of my psychometric findings, I now understand my strengths and shortcomings.
Reference:
- Cary Cooper-Research Portal | Lancaster University. (2012, April 24). http://www.research.lancs.ac.uk/. http://www.research.lancs.ac.uk/portal/en/people/cary-cooper(c1f1e02c-c89a-4ac2-89f4-6b91679cb77e).html
- Mark Parkinson: Business Psychologist, Executive Insight, New Psychometrics, & Entrepreneur Specialist. (n.d.). http://www.Markparkinson.co.uk/. http://www.markparkinson.co.uk/business_psychologist.htm
- Osborne, H. (2018, March 13). Psychometric tests in job interviews: What are they looking for? The Guardian https://www.theguardian.com/money/shortcuts/2014/jan/29/psychometric-tests-job-interviews-what-for
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