Psychometric itself represents about mind, There are many instances which we cannot assess during telephonic/web or face to face meetings. These days psychometric assessments are followed by many organizations that want to have the “Right Candidate for Right Job”.

There are different type of psychometric assessment’s available which majorly HR’s are using for the process like;

Why we need these psychometric assessment ?

By these assessments, we identify the person’s ability at a niche level on their personality and approach as per the organization process and requirement. These assessments always help to make the right decision, where you have a list of employees or candidates to choose for the role. HR’s use of assessment information
accumulated from the psychometric evaluation in the identification of unseen characteristics of candidates that are hard to take out from a face-to-face interview.

What aspect we get from these psychometric test?

1. Cultural Fit
2. Employee/Candidate Potential
3. Behavioral Assessment
4. Aptitude Assessment

To conclude, I will say precise judgment regarding recruitment, promotion, training, and appraisal of personnel is vigorous in achieving profitability for the sustained growth of the organization. In such a high-performing environment we cannot miss the right fit resource for the job. Complete knowledge of analysis and interpretation is a pre-requisite to make vital decisions about people and unleash the full power of Psychometrics. Being a hiring decision-maker you should not ignore personal intuition as well in a hiring process. After all, these psychometric assessments are tools and can be manipulated upon.