Human capital is essential to a business. Without employees, there would be no business. The same is true for capital, which is why you want to find the best fit when hiring new employees. HR and psychometric testing are invaluable tools in that search. If you’ve been reading this article, you likely already know that an ideal employee has various job duties and personality attributes that align with your company’s goals and culture.
However, if you’re just getting started with your HR or psychometric testing research, keep reading so you can learn how to use these tools effectively. The first step in finding the right employee is figuring out what kind of fit your company wants. Do you want a great culture with fun work-life balance?
Or would something else be better? Is it important for your team members to feel supported by their colleagues or do they need individual attention? Do you want people who are mature enough to understand company policies without being emotionally connected to them? Let’s take a look at some common ways that HR and psychometric testing can help you find the best fit for your company:
Use a culturCard to screen for personality types
If you still haven’t heard of the CulturCard, you’re not alone. Cults are generally bad at marketing themselves and their products, so it’s easy to ignore the idea of a personality test when you first hear it. However, the CulturCard is actually a scientifically-proven way to find out which employees have the right personality type to work for you.
The CulturCard is a 12-question survey that gets you insight into the personality of your potential employees. You’ll rate each question using a scale that ranges from one to ten, with one being “don’t know” and ten being “I know exactly how they’d score.” The average score is around seven out of ten, and you can see how your answers score against each other based on that scale.
From there, the CulturCard program uses a formula to estimate how likely each employee is to score at least a seven on the survey. If you’re interested in learning more about the CulturCard, read on.
Use questionnaires to discover needs
Questionnaires are a quick and easy way to discover what your employees needs are. You can use them to discover what your employee’s top three needs are, or you can use them to discover what your employee’s top three fears are. The possibilities are almost endless.
Companies like Workplace Annuity have questionnaires for virtually every type of need you can think of, so you can get a feel for what your ideal employee would want. A great way to discover needs is to use work-based personal snapshots (EPS, PDF). While many questionnaires will give you a general idea of what your employee’s needs are, work-based personal snapshots will give you details on what your employee wants, such as their favorite restaurant or where they like to take their kids on weekends.
Conduct psychometrics on resumes and personal snapshots
When conducting psychometric testing, you’ll want to make sure that you test the right things. A resume is a general measure of a person’s skills and experience, and it’s not a reliable indicator of what your ideal employee could do.
Similarly, a personal snapshot is meant to be more personal, and it’s more likely to reflect what your ideal employee is like than a job application. When doing psychometric testing, you want to collect data on both resumes and personal snapshots. That way, you can get a general idea of what type of individual your ideal employee is, but you can also test the individual out and see what they’re made of.
When conducting psychometric testing, it’s important to collect data on both types of forms to get a full picture of your ideal employee’s abilities. You can then use that data to guide your search for the best possible fit.
Look for better work-life balance with employee perks
Work-life balance is something that many people think about when it comes to hiring employees, but few companies actually enforce it. In reality, it’s one of the least discussed benefits of employment, and it’s the one thing that HR and psychometric testing can help you identify.
Any company that is actually working toward work-life balance will have policies in place that address how employees can achieve it. If your company doesn’t have policies in place that address work-life balance, you can still use the tools in this article to find the best possible fit for your organization.
What you really want to look for are employee perks. If you want to find the best possible work-life balance for your employees, you need to help them feel valued by providing them with plenty of perks. There are a variety of ways to go about this. Some companies provide lunch every day even on weekends and holidays.
Others provide generous paid vacations after five years of service. Others have provided paid parental leave for years. How about a retirement plan for your employees? It’s likely that there’s a perk for just about anything your employees would love. Look for ways to provide your team members with plenty of perks that will help them feel valued, appreciated, and happy at work.
Help employees feel supported by colleagues or matched with an ideal one
Just because you’re hiring for a job position doesn’t mean you have to hire the perfect person. In fact, hiring the perfect person is almost never a good idea. What you should do instead is find the best possible match for your existing team members.
For example, let’s say you have two managers whose job it is to oversee the company’s HR efforts. One of your employees has just completed a maternity leave and is looking for a new job. You can’t give her a job competing against other employees who are searching for work, because you don’t know if they’ll be able to take the job or be ready when their replacement comes on board.
Instead, you can ask the manager how she would like to be replaced and what she would like to do after she leaves her job. The manager can then share that information with the rest of the team, and you’ll have the perfect person for the job. HR and psychometric testing can also help you make smart hires for your company. When you conduct a good bit of research and find the perfect fit for your company, you’ll have a great employee on the job the first day.
Help your team members understand company policies without being emotionally connected to them
The best employees are the ones who can do the job and then some. That’s why it’s important to gain insight into how your employees feel while they’re on the job. HR and psychometric testing help you find the best possible match between an employee and their present role, but they also give you insight into how they’re feeling toward their new role and company in general.
When you conduct psychometric testing, you’ll want to collect data on how your team members feel on a number of different levels. You’ll want to know how they’re performing in their current role, how they feel about their new position, and how they want to be compensated for the new position.
You’ll also want to know their biggest challenges and what steps they’d like to take to overcome those challenges. And remember, you don’t have to do all of this research and psychological testing yourself. You can hire a qualified human resource professional to help you with this, and they can help you conduct your research and collect your data.
10 most common psy tests at initial recruiting phase are:
1. Numerical Reasoning
This is to asses potential employees for jobs that require mathematical skills.
2. The Myers-Briggs Type Indicator (MBTI)
This is a personality assessment tool to measure psychological preferences in how people perceive the world and make decisions.
Here, employers understand their candidates’ personalities vis-à-vis occupations that may be a good fit for someone’s personality type.
There are 16 different MBTI personality types: introversion/extroversion, sensing/intuition, thinking/feeling, and judging/perceiving.
3. Verbal Reasoning
This measures cognitive ability- assess an individual’s ability to understand and analyze written information & typically involve reading passages of text and answering questions about them.
4. Mechanical Reasoning
This is to assess an applicant’s ability to understand and solve problems related to machinery – how machines work. Typically used for positions in the engineering and technical fields.
5. Spatial Reasoning
This test is to understand an individual’s ability and mentally manipulate spatial information.
6. Abstract Reasoning
It assess a person’s ability to think logically and analytically which are usually a series of diagrams with one or more missing pieces.
7. Cognitive Ability
It measures a person’s intellectual abilities & the ability to think abstractly, reason logically, and solve problems.
8. Situational Judgement
This is to assess an individual’s ability to think & make decisions in ambiguous or difficult scenario and ask the candidate to choose the best and worst course of action.
9. Logical Reasoning
It assess an individual’s ability to think logically and critically, identifying the logical flaw in a given argument.
10. Analytical Reasoning
This is to measure a candidate’s ability to understand complex information and to identify relationships between different pieces of information. This is find best solution at the situation.
The most important thing to remember when taking an analytical reasoning test is that there is no one right answer. The goal is to arrive at the best solution possible, using your own logic and reasoning.
The Big Five Factors are (chart recreated from John & Srivastava, 1999):
44-item inventory that measures an individual on the Big Five Factors (dimensions) of personality.
Big Five Dimensions
Facet (and correlated trait adjective)
Extraversion vs. introversion
Positive emotions (enthusiastic)
Agreeableness vs. antagonism
Straightforwardness (not demanding) Altruism (warm)
Compliance (not stubborn)
Modesty (not show-off)
Conscientiousness vs. lack of direction
Dutifulness (not careless)
Achievement striving (thorough)
Self-discipline (not lazy)
Deliberation (not impulsive)
Neuroticism vs. emotional stability
Angry hostility (irritable)
Depression (not contented)
Vulnerability (not self-confident)
Openness vs. closedness to experience
Actions (wide interests)