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Psychological selection tests help you address several issues that most recruiters have, such as determining whether someone is a good fit for the company culture or assessing their job-appropriate skills without any unconscious bias. There are different types of psychological selection tests. The main ones are: Cognitive ability tests Personality and culture tests Situational judgment tests We will guide you through the most important aspects of these tests. In this article, you will learn more about: What are psychological selection tests? What you can discover about candidates with psychological evaluations The types of tests available to you The benefits of selection tests Index of contents What are psychological selection tests? What can you learn about candidates with psychological evaluations? Types of psychological selection tests What are the benefits of using psychological selection tests before hiring? Psychological tests help you hire the best What are psychological selection tests? Psychometrics is a scientific discipline that deals with the theory and practice of measurement in the field of psychology. It is used to construct evaluation tools and measurement instruments to link observations with theoretical attributes. Psychometric tests have been used by employers for over years. Today, selection tests developed through psychometrics are used in a wide variety of fields, such as psychology, education, psychiatry, personnel selection, and many others. Valent Group, an American business consultancy, estimates that up to % of candidates are invited to complete a personality test during the selection process.
Psychological selection tests allow you to identify Phone Number List your candidates' abilities, evaluate their knowledge and better understand their personality traits, behavior and motivations. These are typically implemented during the shortlisting stage and completed online. What can you learn about candidates with psychological evaluations? Psychological selection tests are designed by professionals to help you better understand your candidates. Depending on the type of test, you can use them to evaluate: The intelligence, aptitude and abilities of the candidate (through cognitive ability tests) The candidate's general behavior, values, personality traits, motivation, and interests (through personality testing and situational judgment) Psychological evaluation can be a powerful tool to: Evaluate a person's strengths and areas for improvement Compare candidates effectively Assess a person's potential to fit with the company's personality and culture Reduce bias in the workplace and build a strong, diverse team These evaluations are useful not only as a preliminary selection tool, but also in evaluating the job performance and development of current employees. You can also use them to analyze the weaknesses and strengths of teams or people in leadership roles and design an effective strategy to increase productivity. Types of psychological selection tests Below, you can find information about the different types of psychological selection tests, when to use them and for what types of roles. Cognitive ability tests You can use these tests to assess candidates' cognitive and reasoning skills, such as critical thinking, attention to detail, or numerical reasoning.
Critical Thinking Test Any position that requires autonomous thinking can benefit from a critical thinking assessment, such as analysts, executives, data scientists, managers, and more. This test is especially useful for the legal, technology, and financial sectors. With a Critical Thinking test, you can evaluate candidates' ability to make objective decisions based on their ability to analyze data. Usually, this type of test requires them to read brief written statements and then make judgments, identify assumptions, and analyze arguments with the information provided. Troubleshooting Test Does the position you are hiring for involve dealing with many changing variables in a limited time? If so, the Problem Solving test will be of great help to you in finding the right people. Roles such as administrative assistants, project managers, planners, logisticians and most sales and management positions require a high level of problem-solving skills. The assessment measures how a person interprets data and uses logic, whether they prioritize and apply order based on a given set of rules, and how well they analyze information to make conclusions. Verbal Reasoning Test The Verbal Reasoning Test is highly recommended for any position that involves understanding and interpreting information. It can be used in recruiting for legal, engineering, consulting, executive and civil service jobs. This test is used to evaluate the ability to understand written information, think constructively, and make informed decisions.
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發表於 2024-3-10 12:03:35