Key factors to consider when deciding which psychometrics to use

The psychometric test market does include a number of companies who sell psychometric tests which have not been scientifically proven as valid and reliable. It is really important to carefully research the company and the test itself before making a purchase.

Psychometric tests are most powerful when used in combination with each other. For example if you are using psychometrics for recruitment we would advise you use a psychometric to measure ability and also a personality and/or motivation tool. When you measure more than one aspect of an individual you increase the accuracy of your hire decision.

Use psychometrics in tandem with other selection techniques such as structured business interviews, behavioural capability assessment and technical competency. Again, you will increase the accuracy of your hire decision significantly if you use psychometrics alongside at least one other selection tool.

Interpreting the psychometric reports requires specialist knowledge. Only interpret the reports if you have the relevant qualifications to do so.

Providing feedback to candidates taking psychometrics is one of the best ways to keep candidates engaged during a recruitment/selection process. If they know they will get a degree of feedback on their psychometric test then they are more likely to be positive about spending the time upfront in completing them.