When selecting people for promotion, otherwise excellent employees have too often been miscast into roles they could not perform satisfactorily. For Career/Promotion DecisionsEmployees who excel in one job will not necessarily perform adequately in another.DevelopmentEmployees benefit from receiving objective feedback on their behavior, which they more readily accept as unbiased since reports are computer generated.Psychometrics will allow you to understand your candidates’ behavioral patterns and make better selection decisions for optimum “job fit”. As a selection tool, psychometrics shed light on behavior, an element which is usually difficult to measure during interviews especially as candidates are keen to mask their true personality and to present themselves in a favorable light.
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SelectionHR professionals have realized that experience and professional qualifications are not sufficient as indicators of future performance.” Psychometrics are used within the following contexts:.Take this excerpt from an HR fraternity website (Note: bold emphasis is mine). What bothers me about psychometric tests is the way in which they are sometimes used. Used as a tool for provoking some introspection giving rise to greater self-awareness they provide a launching pad for improved emotional intelligence. They are fun, can be insightful and provide a starting point for discussing my relationships with others. This article craeted quite some interest and discussion.
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