According to Sara Wedeman, PhD in psychology with 20 years of experience in this field and behavioral economics, the use of psychometric tests for selection of candidates for any job needs extra cautions. This practice involves some real legal risks, and also faces ban in several nations, so one must have a deep knowledge of the laws of the country before adopting any such tests into the selection process. However the other risks involved are the relationship between the test and the job profile offered itself, the accuracy of the tests on different groups of people is very rigid.
Some of these tests follow the “if it fits, hire it” approach which is not at all free of bias, how can one’s potential be determined without giving him a chance to work, for example, in some tests the candidate is required to select one of the two extreme options, one has to select an answer without any other choice, this force on selection of an answer reduces the accuracy of the results.
How to find the best using Online Psychometric Tests?
Selection of right tool: The use of online psychometric tests should be done only after a detailed research is done, on its relevance to the nature of the job, any online psychometric testing will only help you if it is specifically designed for your job requirements otherwise its accuracy cannot be determined by any means. for e.g. if you want to hire staff for the sales department, you should … Read More