A Psychometric Assessment is mostly used to measures candidates’ suitability for a role based on their intellectual capabilities and personality traits. We, at Corporate Education, also believe that giving candidates a standardised test can provide an objective assessment of who the most suitable candidates are.
According to our experience, organisations are increasingly using psychometric assessments to enhance their decision-making. Although psychometric testing is quite common, it is important to remember that it is not the be-all and end-all, but part of a wider evaluation strategy to determine who is the best person for a role.
Psychometric assessments usually cover two areas – Abilities assessments and Personality Profiling.
Abilities assessments or Aptitude Tests measure one’s intellectual capabilities as well as one’s problem-solving skills and one’s ability to understand new information in a limited timeframe.
The most common tests are:
Verbal reasoning (which assesses one’s ability to solve problems using written materials)
Numerical reasoning (which assesses one’s ability to problem solve using numbers).