Psychological tests are useful tools to identify the best people for your company. They should be used with other selection methods such as work samples and structured job interviews to predict a candidate’s future performance.
A standardized psychological test is a scientific tool that measures different characteristics of a person: cognitive abilities, aptitudes, personality, motivation, etc.
The specific tests to administer for recruitment and selection purposes should be chosen with the help of an expert industrial and organizational psychologist (business psychologist) in order to avoid mistakes.
The most common psychological tests used in recruitment and selection are cognitive ability tests and personality tests, but there are other types of tests as well.
Cognitive ability tests
Cognitive ability tests have the highest validity in predicting future performance according to some studies (Ryan and Tippins, 2004). This means that cognitive ability tests can predict future performance better than personality or integrity tests.
Cognitive ability tests measure: numerical, verbal, spatial, mechanical, inductive. and deductive reasoning abilities. So-called intelligence tests are included in this category. IQ tests measure general mental ability.
Some common cognitive ability tests include:
- GAT-2 (General Ability Test)
- Raven matrices
- DAT-5 (Differential Aptitude Tests)
Personality tests
Personality tests helps recruiters and hiring managers assess the compatibility of candidates’ personality and open positions.
For instance, a skillful salesperson should be extroverted, persistent, and determined. A good accountant should be analytical and precise.
Some studies suggest that the personality trait that predicts future performance the best is conscientiousness (e.g., organization, accuracy, precision, reliability).
One of the most valid and reliable personality tests used in recruitment and selection is BFQ (Big Five Questionnaire), or BFQ-2.
BFQ identifies five personality factors: openness, conscientiousness, agreeableness, extraversion, and neuroticism.
Other psychological tests
Apart from cognitive ability tests and personality tests, other psychological tests for recruitment and selection include integrity tests, motivation tests, and values tests. There are specific tests for assessment of salespeople as well.
Conclusion
Psychological tests, especially cognitive ability tests, are useful tools to predict candidates’ future performance.
They should be used with other tools, such as job interviews and work samples, as an additional source of information.
To choose, administer, and interpret psychological tests, hire an industrial and organizational psychologist, or business psychologist.
They are qualified to administer these tests for recruitment and selection purposes. They can help you avoid mistakes and hire the best candidates for your organization.
Andrea Miriello
Business Psychologist, Consultant, Corporate Trainer