Pschometric testing in recruiting


Psychometric testing turns out to be a handy tool for recruiting potential employees. From the manufacturing sector to BPO, from FMCG to Banking, there is hardly any domain that does not require organizations to assess its employees’ personality.

Recruit the right people for the right jobs is an elusive art. The high rates of attrition and lack of candidates possessing the appropriate qualities bear testimony to the fact that organizations have not been getting their recruitment process right. When faced with such dilemma, However, though psychometric testing is not exactly new, organizations still haven’t been able to make most of it. Some HR units are not even aware of the concept and are completely oblivious to its benefits. The lack of inclination towards psychometric testing can also be attributed to the fact that it is slightly lengthy process to start with. Therefore, rather than trying to find out what lies beneath, organizations tend to carry on with traditional modes of selection, that merely test the candidate’s subject knowledge, or perhaps they are skeptical of treading unknown territory.

What are psychometric tests?

Psychometrics is a part of psychology concerned with determining a person’s aptitude towards different kinds of jobs. Psychometric tests are designed to produce a quantitative assessment of one or more psychological attributes like reasoning ability, interests, propensity, and disposition, etc.

A psychometric test is a structure technique used to generate a careful sample of behaviour. This behavior sample is used to make inferences about the psychological attributes of people, who have been tested on attributes like intelligence, self – esteem etc. By definition, psychometric tests may vary from organization to organization. Myers – Briggs Type Indicator (MBTI) and PF 16 are two common types of tests. However, the objective remains the same: to screen candidates at the initial stage of recruitment. In a majority the psychometric tests, there are statements or situations to which a person responds. There are also tests which have pictures and abstracts. The experts in the field advise Psychometric tests are highly reliable and the success rate is high, provided a standardized test is being used and depending on the objective it is developed for. However, psychometric testing should not be used as a stand alone technique.

Tests essentially fall into two main groups, ability and personality. Personality testing helps to build a profile of characteristic, behavioral style and personality. Ability and aptitude testing measure natural talent, and current and future potential. Psychometric tests are usually given in the form of paper and pencil questionnaires, but can also be computer-administered. In its simplest form, a test will have a set of questions or tasks for the subject to complete, known as test items. However, simulations like in–tray exercises which may consist of memos, letters, etc that give feedback on the abilities like organizing, decision, decision making and written communication are becoming increasingly popular in testing used by employers,’ says a Manager- Recruitments, of a large company.

Adopting Psychometric tests PT:

One school of thought argues they are not reliable, since a candidate may ‘dupe’ the test. Well… it’s not that easy. The prime objective of the test is to penetrate deeper and deeper into the candidate’s psyche. The multistage test strives to find out the most from a candidate. Some of the most important thing about the people cannot be easily done by observation and interviews. His/Her attitude, personality characteristics, abilities and aptitude cannot be viewed directly. Psychometric assessment is assessing a person and also measuring the psychological differences between people asserts a HR Professional. Also the results have shown that the accuracy level through psychometric tests is nearly 85% whereas through traditional modes, it is around 65%. The business scenario in India is getting more complex. Companies are also realizing that domain knowledge is not tha only trait a candidate needs to have; key attributes like EQ also play significant role in creating a win-win situation for all concerned. Psychometric testing is a useful tool while planning development programs for employees. It can also be used as an additional source of information as an behavioral aspects of a candidates personality as an aid for making hiring decisions post the interviews.

Psychometric Testing in India (like all over the world) is bound to grow rapidly- but there is a need to train qualified psychometric assessors.

However psychometric tests are not a panacea to all the recruitment maladies. They should not be used as a standalone technique and should be used as one of the special options of recruiters. At the same time, professionals also need to be specially trained to carry out tests. If this is done, candidate selection and hiring will become a whole lot less tedious.

Testing is also growing more sophisticated; apart from detailed questionnaires, data mining like finding out more about the music someone likes, the books they prefer to read and even the e mail IDs they choose can say a lot about an individual and his personality if used prudently. If used inappropriately, these tests can be quite useless and possibly harmful said a psycho-analysis expert in the field.

"I appeared for 4 successive interviews for a job position at a media company. The very
"We have recruited a guy in our company and found that he edited his Btech
Can you challenge your employer at the Court of law if you were terminated for
"I completed MCA in 2009, after that I did some teaching job and tried for
"I am working in a manufacturing industry as a Sr. HR Officer. I have recently


    I liked the article on psychometric testing

  • Nirmal Singh Rana

    Sir, I do agree that the Psychometric test are well suited to judge incumbents for their behaviour patterns, psyco, and attidude but keeping in view the pressure and time limits, generally these techniques are rarely used for recruitment and selection except in defence services.

  • William R.Powell

    I have two questions:

    1. Who wrote this article
    2. When was it written

    It needs a little more depth.

  • mylene obach

    this article is so simple yet very informative and i agree with the author of this.

  • Senthilkumar.K.

    I would like to attend the phsycometric test.

  • Somanna

    Kindly let me know the details if you provide any training for individual on pschometric interviewing skills. Kindly let know know the details as soon as possible

  • riti kumari

    psychometric tests for recruitment in industry

  • Hi, I have taken up a study on employee attrition for my desertation can somebody tell me the types and use of these tests for avoiding attrition.

  • Hi,

    Nice to know that the article talks of tools in recruitment areas. However there are other tools too like the ones mentioned in your contents that could be used for the recruitment. Hence it is suggested that we provide the user relevant information so that the user would be able to decide based the best tools based on their interest.

    For any further information, please revert to us on 080 4151 8682

  • As a Consultant in Human Resources, how do i design a psychometric test for skill/competences analysis

  • Interesting write-up. I specially liked the last para because that corroborates with the latest American research the links of which are given on my blog-

  • Zay

    I find the article very informative and useful,the article need to go more in depth to enable those who does not have the skills and knowledge on conducting the test during recruitment to get the understanding. I suggest the article to contain the sample of a test and how do you track down the answers and come up with the results.

  • ramesh gautam


    Individual Psychometrics is a dynamic process, In a given environ a subject may turn out to be an asset which other wise not pridicted by well designed battery of such tests and vice- versa

    Please help me out by emailing few sample Thematic Apperciations, Word assimilation tests and SRTs

    LNMI- Patna


  • Venkat

    Is It possible to have a copy of the established pyschometric questionnaire, with answer key and Interpretation/s.

  • Shashi kant

    i want to open my consultacy in Delhi.

    How to contact with HR team of Domestic Call Center.


    Kindly let me know the details if you provide any training for individual on pschometric interviewing skills. Kindly let know know the details as soon as possible

    With regards

    Jayanta Baksi



  • d.aruna jyothi

    its a very informative article & i liked this article and i would like to in detail abut this topic

  • Veena Kanchan

    Is It possible to have a copy of the established pyschometric questionnaire, with answer key and Interpretation/s

  • Sujata Sajwan

    This article is good. Is there any sample questionnaire for Personality testing with interpretation of the same?

  • girishg

    Isn’t application of Psychometric Tests an infringement into ones inner self. If so, isnt it legally improper; something like a Lie Detector Test where an individual cannot be tested without the Courts approval!!

    Can anyone clarify the legal aspect of this. What would happen if someone approach the courts that recruitment process in so n so company is indulging in PsyTests. Would he have a locus standi??


  • Shamanth Raj

    It’s nice to read… And it’s very important to test a condidate regarding the mental capabilities…

  • girishg

    Psychometric Testing is fine for testing a limited number of reasonably educated candidates for junior/middle level positions. But it may not be possible to screen / test a large number of applicants for an entry level job like, lets say, selling Credit Cards (due to time, number of candidates and resources involved). So what options/alternate methods do we have for testing people en mass. Especially so, if the base profile of the candidates varies? It would give incorrect result as the norms would be skewed.

    Can some one give a reply/suggestions please??

  • aarti mehra

    This article is good. Is there any sample questionnaire for Personality testing with interpretation of the same?

  • Ouseph

    This article is good, and give me more information. can u tell me how to form questionnaires…



  • Oliver C


  • Mrinmoyee Bose

    hi! i want to be a professional in this field…i have completed my master degree in psychology….where i will get a better opportunity..?


    my psychometric test of TEHRI HYDRO DEVELOPMENT CORPORATION will be on 28-29 feb , may you plz guide me. what i acan do now to pass this test.
    ishwar.agrahari@gmail:disqus .com