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This means that employees can be selected on merit using fair and standardised tests, rather than subjective (or biased) selection methods.

Unstructured interviews are classic examples of subjective and inefficient selection tools, which may screen out high performing candidates unnecessarily.

Psychometric test results also show statistically-significant relationships with other workplace relevant variables, such as training success, job knowledge, organisational citizenship behaviours and task performance. Organisational performance: The use of psychometric tests in the workplace has been found to lead to the following workplace outcomes: increased organisational performance, increased employee retention, reduced cost per hire, decreased employee turnover, decreased absenteeism and higher levels of employee engagement/motivation.

Selecting top performing candidates and ensuring a high quality workforce is imperative for any organisation and psychometric testing is the ideal mechanism for ensuring this. Convenience: Online psychometric tests can be sent to candidates at the click of a button, individually or by the thousand.

As a result, psychometric testing is significantly less time intensive than other selection process, such as interviews and assessment centres.

Once a candidate completes their assessment, reports are automatically generated and available for viewing within seconds, requiring little input from staff.

Psychometric tests may be purchased by organisations from psychometric test publishers off-the-shelf, or alternatively bespoke psychometric tests may be designed specifically for an organisation.

Traditionally, psychometric tests have been administered in paper/pencil format, but modern psychometric tests now use the internet for delivery.

Psychometric tests work by recording a candidates responses to a set of questions, designed to measure a specific psychological construct, such as cognitive ability or personality.Candidates from all job levels, from entry level staff to chief executives, psychometric tests are highly effective predictors of job performance in any role or selection process.Additionally, employing organisations are increasingly using bespoke psychometric tests, assessments designed specifically for their organisation.Within cognitive ability tests, a variety of specific aptitudes can be measured and evaluated, using the following: 1. Or a law firm may have questions exclusively focused on litigation.Bespoke psychometric tests may include aptitude tests, personality questionnaires or situational judgement tests, and often all three.

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