Nowadays, recruitment is no longer just a CV review and a series of interviews. Companies want to go beyond appearances and obvious technical skills to discover candidates’ hidden skills, personality traits, and problem-solving skills. This is where psycho-technical testing comes in, which has become an essential component of modern recruitment processes.
Psycho-technical tests: An essential assessment tool
When a company is considering hiring new talent, it needs to be sure that the candidate is a perfect fit for the position and company culture. These aspects cannot be used solely based on a face-to-face interview. Psycho-technical tests are therefore a valuable asset for recruiters.
These tests can take many forms, ranging from personality quizzes to logical reasoning tests. Their goal is to assess candidates’ skills and personality traits that would not be immediately visible in a traditional interview. They make it possible to predict the future behavior of the candidate in different work situations. This is called skill recruitment.
When and how to use psycho-technical tests?
The use of psycho-technical tests is not limited to a specific stage of the recruitment process. They can be used early on to screen candidates, or later to help with final decision-making.
However, it is important to note that these tests should not be the only method of assessment. They should be used in addition to job interviews and reference checks to get a complete picture of the candidate.
When setting up these tests, make sure they are suitable for the position to be filled. For example, if you are recruiting for a position that requires a high degree of problem-solving ability, a logical reasoning test would be appropriate.
Examples of psycho-technical tests
There are a variety of psycho-technical tests available, each tailored to assess specific aspects of a candidate’s skills and personality. Here are some examples:
- Personality test: It aims to assess the candidate’s personality traits, such as extraversion, openness to experience, conscientiousness, etc. These tests can help understand how the candidate would interact with their team and adapt to the company’s culture.
- Logical reasoning test: It assesses the candidate’s ability to think in a logical and structured manner. This can be especially useful for positions that require a strong problem-solving ability.
- Psycho-technical form test: This type of test assesses the candidate’s ability to understand and manipulate shapes and patterns. This is a great way to assess spatial skills and problem-solving ability.
Are psycho-technical tests reliable?
Psycho-technical tests are valuable tools, but it is important to understand their limitations. They are not infallible and should not be used as the sole criterion for decision.
It is essential to choose scientifically validated tests that have proven themselves in terms of reliability and validity. In addition, it is recommended to entrust the interpretation of the results to a trained professional, to avoid bias and misunderstandings.
The success of a recruitment process is based on a complete and balanced evaluation of the candidate. Psychotechnical tests are a valuable tool in this perspective. They go beyond technical skills and assess the skills and personality traits that can make a difference in the workplace. However, they should be used with discernment and in addition to other assessment methods to ensure successful and fair recruitment.
The benefits of psycho-technical tests for recruitment
As the world of work evolves, so do the expectations of candidates. Companies are no longer just looking for technical skills. They also want to know the candidates’ personal skills, thinking skills, and adaptability. Psycho-technical tests for recruitment have therefore become a valuable tool for recruiters.
The first advantage of these tests is that they provide objective information. They are not based on subjective impressions of an interview but on quantifiable data. They make it possible to measure specific skills, from emotional intelligence to logical reasoning, which are not always obvious in a traditional interview.
Another advantage is that they can help eliminate unconscious bias. Recruiters can sometimes be influenced by irrelevant factors, such as appearance or sympathy. Psycho-technical tests, on the other hand, only assess skills and personality traits relevant to the position.
Finally, these tests can also be a good way to put candidates in a situation. Role-playing tests, for example, allow you to see how a candidate would behave in real work situations, which can be very revealing.
The different types of psycho-technical tests for recruitment
When it comes to psychotechnical tests for recruitment, there is a wide variety of options. Each of these tests has its benefits and serves to assess specific skills or personality traits.
A frequently used example is the personality test, which assesses personality traits such as open-mindedness, conscientiousness, or extraversion. These tests are often used to understand how a candidate might fit into a team or company culture.
Another common type is the reasoning test, which assesses a candidate’s ability to solve problems and think logically. There are several forms of reasoning tests, including numerical, verbal, and abstract reasoning.
The PAPI (Personality and Preference Inventory) test is also widely used. It assesses candidates’ motivations, preferences, and personality traits, to determine whether they fit the position and the company’s culture.
Good practices for using psycho-technical tests in recruitment
Although they are a valuable tool, psychotechnical tests should not be used lightly. It is important to follow certain good practices to ensure their effectiveness and fairness.
First, care must be taken to choose valid and reliable tests. There are many tests available on the market, but not all of them are scientifically validated. It is therefore crucial to learn about the tests before using them.
Second, tests should be used in addition to other assessment methods. Psychotechnical tests should not replace interviews or reference checks but rather complement them.
Third, it is important to interpret the results correctly. Psychotechnical tests can provide a wealth of information, but their interpretation can be complex. It is therefore recommended to use a trained professional to interpret the results.
Conclusion
Psychotechnical tests are a valuable tool for modern recruitment. They allow candidates to be evaluated objectively and comprehensively, going beyond technical skills to focus on their personality and way of thinking. However, to get the most out of it, it is essential to follow certain good practices, such as using validated tests, using them in addition to other assessment methods, and hiring a professional to interpret the results. Used in this way, psychotechnical tests can greatly contribute to improving the quality and efficiency of the process and the challenges of recruitment.
