The psycho-technical test: The key to a successful job interview

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The psycho-technical test: The key to a successful job interview

This innovative and conclusive solution that many companies use to evaluate their candidates exhaustively and accurately during a job interview: is the psychotechnical test.

According to a study published by Apec in 2021, 16% of recruiters, in all sectors combined, use these tests as part of their recruitment. This statistic shows that more and more companies are interested in it and therefore prove its effectiveness in revealing qualified candidates.

This article sheds light on the psychotechnical test and its crucial role during a job interview.

What is a psycho-technical test?

Today, companies require more than just a CV and traditional interviews for recruitment. To thoroughly assess candidates’ technical skills and personal strengths, recruiters are increasingly using the psychotechnical test.

Definition of the psycho-technical test

A psychotechnical test is by definition a set of assessment tools that are used to measure skills and abilities through scenarios, questions, or riddles.

It is important to note that these tests are not intended to measure the intelligence quotient (IQ) of candidates. They are specifically designed according to the position to be filled to assess soft skills. Their main objective is to provide a more detailed picture of the candidates’ profiles, highlighting:

  • Their way of thinking;
  • Their ability to think logically;
  • Their problem-solving skills;
  • Their ability to handle pressure;
  • Their memory and ability to concentrate.

Just like recruitment by skill, recruitment carried out using a psychotechnical test allows you during your job interviews to obtain objective and impartial data on the personality, skills, or aptitudes of the candidate.

Once the recruitment test is passed, the candidates’ answers are analyzed in order to decide which ones to consider, which ones to reject, or whether to continue the selection process.

The importance of psycho-technical tests

Psychotechnical tests are a valuable tool for a successful recruitment campaign. They are essential complements that allow during a job interview, to evaluate the know-how and personality of the candidate.

In general, these tests can be used to assess a wide range of skills and abilities, including:

  • Cognitive abilities, such as logical reasoning, problem-solving, memory, concentration, etc.;
  • Technical skills, such as proficiency in software, foreign language, etc.;
  • Behavioral skills, such as the ability to work in a team, manage stress, etc.

Depending on the position to be filled, the recruiter will have to choose the most suitable psychotechnical tests. For example, a recruiter looking for an accountant will be more interested in cognitive ability tests, while a recruiter looking for a salesperson will be more interested in behavioral skills tests.

What are the different types of psychotechnical tests?

Between personality, aptitude, skills, and professional situation tests, there are several types of psychotechnical tests to make a job interview successful.

The aptitude test

This is a type of psychotechnical test typically used during a job interview. The role of aptitude tests is to assess the intellectual abilities of candidates using a variety of tests. They make it possible to measure their reflection and reactivity through:

  • Numerical tests to assess candidates’ competence in manipulating numbers;
  • Verbal tests to assess their comprehension of the written language;
  • Inductive or schematic tests to assess their ability to think methodically through graphic sequences or diagrams;
  • Logic tests to assess their ability to reason in the face of problems.

Numerical and logic tests are mainly used for positions requiring specific technical skills, such as checking parts or detecting errors. For example, the domino test remains a common practice during army recruitment.

In addition, there is the Emotional Intelligence Test (TEIQue) developed by Dr. Petrides, which is based on the theory of emotional intelligence. This test aims to assess various aspects, such as self-esteem, assertiveness, and emotional management, to assess candidates’ ability to fit into a team and their potential as leaders.

Our article on the digitalization of recruitment should interest you if you want to optimize your recruitment campaigns by associating digital channels with your approach.

The personality test

This psychotechnical test proves to be extremely useful for companies during job interviews to understand the true personality behind the resume.

During this test, recruiters seek to determine if the candidate has leadership qualities or if they tend to be introverted. They assess their ability to work in a team, as well as their behavior in conflict situations, and much more.

To create your personality test, there are different alternatives.

Le PAPI (Personality and Preference Inventory)

Available in three versions, this psychotechnical test highlights the strengths and weaknesses of the candidate in a professional context. It includes questions to which the candidate chooses the statement that best suits them.

There is a normative version with a single statement where the candidate indicates their degree of agreement on a scale. The results are presented in the form of a pie chart showing seven character traits.

The MBTI (Myers Briggs Type Indicator)

Developed by Myers-Briggs, the MBTI personality test is well known. It is based on the work of psychiatrist Carl Gustav Jung and identifies 16 different personality types, each represented by a combination of letters according to their distinctive characteristics:

  • INTJ (introversion, intuition, thought, judgment);
  • ENFP (Extraversion, Intuition, Feeling, Perception);
  • ISTJ (Introversion, Sensation, Thought, Judgment), etc.

The High Potential Trait Indicator

Another personality test worth mentioning is the HPTI (High Potential Trait Indicator), designed by MacRae and Furnham. It assesses characteristics such as conscientiousness, emotional adjustment, curiosity, risk appetite, adaptability, and competitiveness. This test is particularly relevant for management positions, among others.

The Big Five

This personality test studies through 120 questions how the candidate reacts in different situations to identify five major personality traits, namely openness, conscientiousness, extraversion, agreeableness, and nervousness.

The professional situation test

Widely used for job interviews, this test is an immersive method rich in insight, as it places candidates in realistic situations related to their future assignments. The goal is to observe how they react and deal with issues or problems that arise.

Also referred to as an assessment center, this assessment can be conclusive for profiles of managers facing conflicts or meeting facilitation or sales representatives involved in sales or negotiations.

However, to attract candidates so that they are numerous to apply, it is important for the company to cultivate a good reputation and a positive employer brand. A good way to succeed is, for example, to value the opinions of your employees by sharing them.

By consulting a trusted employee review platform, talent can gain authentic insight into a company’s culture and work environment. This can attract them more and increase your chances of finding the right people.

How to prepare a psychotechnical test for job interviews?

To integrate a psychotechnical test into your hiring process, it is important to do so taking into account certain key criteria. These include:

  • Business needs: what skills and abilities are required for the vacant position? The test must be able to measure these elements;
  • The profile of the candidates: the test must be adapted to the level of training and experience of the candidates;
  • The duration and complexity of the test: it is important that the test is feasible within the allotted time and is not too complex for the candidates;
  • The cost of the test: Psychotechnical tests can be expensive, so it’s crucial to choose a test that’s right for your company’s budget.

It should be noted that psychotechnical tests are not a guarantee of successful recruitment. These are just tools to identify the candidates most likely to succeed in the position to be filled.

That said, by following these criteria, you should succeed in developing a successful psychotechnical test and get relevant information during your job interviews.

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