What are the best psychometric tests for recruitment?
April 19 / Renu Gundala Psychometric tests are becoming increasingly more popular and are revolutionising the way that companies recruit new talent. It is estimated that over 75% of the top 100 companies in the UK now use psychometric testing as part of their selection process, due to the many benefits that these diverse assessments can provide. When it comes to selecting which are the best psychometric tests to use as part of your recruitment process, it will ultimately depend on the industry or the job role that you are hiring for. They take various forms (numerical, mechanical, logical, verbal, etc), typically broken down into two distinct types - tests of ability and personality assessments. Ability tests assess how well a person does something whereas a personality questionnaire assesses how they do it. Below, we’ll be exploring the top psychometric assessments for recruitment and the benefits of each. To find and compare these tests in more detail based on the areas you want to assess, browse the Talent Grader platform. 
Why are psychometric tests used for recruitment?
Psychometric tests are used to provide insight into a candidates cognitive ability and indicates their potential to excel within a certain role and company. Typically carried out online, they are an effective way to streamline the recruitment process and reveal top applicants efficiently. By measuring traits such as aptitude, communication style, and emotional intelligence in a candidate upfront, hiring managers can develop a much clearer picture of how a candidate will perform. This goes beyond just assessing the person based on their employment history and academic achievements. In the current climate where employers are receiving an extremely high number of applications for new roles, psychometric tests are an excellent way to quickly filter through candidates. Hiring managers can confidently whittle the selection pool down to the top 5-10% of applicants, to invite them to further stage interviews. A strong correlation has been found between a high score in a psychometric or aptitude test, and subsequent high performing candidates. This indicates that they are reliable indicators of the potential competence and suitability of applicants.