Online assessments, for hiring employees to suit the work requirements, are catching on fast. Online assessment systems allow firms to attract applications from a wider demographic of applicants. Filtering them in a time and cost efficient way is not the only benefit of psychometric testing online.
A reliable and stable method of assessing individual scales for certain roles and how they suit the organization, online psychometric tests are changing the way people are being assessed, evaluated, and hired. Assessments range from normative tests that measure the intellect, to aptitude testing which involves assessing the personality. Shorter assessments can serve to weed out unsuitable candidates at the very start.
The Work Behind Hiring: Online Assessments Change Recruitment
Interviews can be subjective. For example, a salesman will come across well in such an assessment because he/she can sell quite well. A tool is needed to tell if the basics of personality are in place, so that both weak and strong areas can be probed.
Whether you choose an online personality profiling tool, an ability or aptitude test, inventory or a solid behavioral interview, or role plays and presentations, the bases have to be covered to ensure that hiring becomes easier. Online assessments for hiring can be done at places and locations that suit them. This brings out the best in the candidate who can get a thorough understanding of the job before proceeding with the application.
Effective Measures of Behavior
There is a direct relation between testing and productivity. Online assessments that are well designed are reliable, stable predictors of behavior. Candidates cannot evade the inbuilt scale for detecting fake responses or gaming the test. As a result, test results cannot be manipulated. Lie scales ensure that the true aspects of each candidate come to the fore.
#2 Engaging Candidates
The use of online tests engages candidates in the selection and recruitment process. Candidates are more likely to engage as the test assigns a measure of behavior, cognition or attitude towards work, which can prove valuable for them as well as the employer.
#3 Predictive Value
The true measure of the effectiveness of any assessment is the capability to be able to assess the future work behaviors, attitudes, and perspectives which are precursors for detecting work productivity and efficiency. Providers develop products that measure and go into depth, providing an all-in-one assessment. The length of time taken to complete the process and the web pages visited while taking the results can also provide a measure of how tech savvy and resourceful the applicant is.
#4 Comfort Levels
As more applicants undergo tests, to be selected and recruited as part of their professional development, comfort levels also have to be taken into account. Employers should see the benefits of online assessments for hiring. Better, higher quality, well researched tools that are effective can make a massive difference to the success with which the right candidate for the job can be hired.
Understanding the essence of a person is more than just asking a few questions or assessing behavior patterns. It involves understanding their motivations, perspectives, attitudes and what defines them. Online assessments for hiring circumvent the subjectivity of an interview situation or the hurdles of offline testing. Choose Mettl for superior testing products that predict the person and not just his/her behavior in a given situation. Mettl offers psychometric tests that are built keeping international standards in mind. APA, BPS compliant tests from Mettl combine the convenience of online assessment with a solid theoretical substrate to define as well as predict personality traits for the workplace effectively.
In the Philippines, R.A. No. 10029 otherwise known as the Psychology Act of 2009, recognizes the important role of the psychologists and the other related diverse functions and specializations in nation building. This law realizes the importance of the psychological services and also protects the public from untrained and inexperienced individuals offering such services.
I remember when this law was shared in our institution, that we will have a board exam in psychology, from the students I can see a mixture of anticipation and fear. Well, of course it is good news for us psychology students that our program was being regularized that we, aspiring psychologists should be competent in our area of expertise. The other side of it was that, for us to be competent, we need to show it, we need to pass the board exam.
But, passing the exam, exclaiming the oath to the public, getting to hold the professional identification card, and extending our names with RPms and RPs is just one part of the story. Having such credentials doesn’t mean we are finished, rather, we are just starting our journey as a psychologist or a psychometrician.
In whatever area we are going to be in – in clinics or in medical institutions, or in schools, or in the corporate world, whether practicing the profession directly or indirectly, we are expected by the people to consider and uphold this idea – ethics.
What are our ethical principles? We can refer to the Ethical Principles of Psychologists and Code of Conduct by the American Psychological Association (APA) and to the Code of Ethics for Philippine Psychologists by the Psychological Association of the Philippines (PAP) and the Scientific Ethics Committee. I have clustered their ideas to three main points and this would be a good time to refresh on how should we work as a licensed psychologist or psychometrician:
Privacy and Confidentiality
We are expected to take care of the information entrusted to us by our candidates or clients, to make sure that the information is safe at all times and is stored to a location where it is not subject to being leaked or shared with random individuals. We should take into account that the information the clients give – demographics, judgments, secrets, and insights, are powerful, that the individual can be subjected to ridicule and judgments if the information is leaked.
We are expected to be well versed in our area of expertise, that we should be able to deliver the psychological services properly based on the psychological theories and processes, upholding ethical principles, and mending existing faulty processes for the satisfaction and safety of our clients.
Human Relations and Professionalism
We are expected to relate to people and take care of their psychological well-being by not discriminating them because of their gender, race, religion, sexual orientation, etc. We also protect them by maintaining professionalism. We should not divulge in harassment, or in having romantic relationships with the client especially within the time of therapy, or into unjust use and interpretation of assessment exams. In relating to our clients, we should also give them the awareness that they can decide, for example, giving information and asking for their consent to participate in a study or asking them if it is okay to disclose information on someone, although there are cases which this is not applicable, especially when a safety of an individual is at stake.
These expectations are our mission as psychometricians and psychologists. Using what we have learned in our programs, the theories and processes, we can benefit the communities, organizations, or institutions we are in. We should engrave in our minds that we are the doctors of mental health. Together with other professionals, we strive to support, to give time, and to serve to foster and promote psychological well-being of the individuals around us.
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Originally posted on LinkedIn last February 5, 2016
You wake up from your bed. Groggy, you look at your watch on the side of your bed, then all the blood inside your body rush rapidly as you see that it was already 6:30 am and you will be late for work. You speed to your bathroom, and then you shower. You leap from the bathroom, finding that it is already 6:45, you are now more anxious and desperate into going to work on time. Skipping breakfast, you slide yourself in your car, start it, then you drive, trying to race with the time. Then, traffic. Time flies as you glance your watch, 6:50… 6:55… 7:00… 7:05.
Yes, you are late, and you come to work tired and irritated because of what has transpired during the first part of your morning. Still, you expect something better, you opened up the door in your office and, guess what, you saw your colleagues frowning, not saying a word and are all busy with what they have to do.
Have you experienced this?
What if, in that incident, someone tapped you on your back and said, “Hey! Good morning!” The rest of your day will be brighter than the start of your morning, if of course, there are no deadlines ahead.
In a study Capella, rapport is a is defined as a feeling state experienced in interaction with another individual. These feelings come out as interest, positivity, and coordination, manifested through actions of involvement, interest, synchronization, and responsiveness to interaction.
A smile, a tap on the shoulder, a simple “How are you?” on your co-worker would most likely generate positive feelings and interest, as well as the feeling to coordinate and to be involved. Building rapport develops harmonious relationships within individuals and is beneficial to the company.
Employees having the right amount of rapport with one another may give rise to increased coordination and teamwork, also, feelings of involvement may lead to feelings of engagement, when translated to action, may lead to a better productivity.
Also, employees with established rapport would, more likely, be staying more with the company. When employees feel that they are important and involved, they develop a sense of purpose in the company which would make them stay. Still, of course, employees moving out of the company because of family matters, or personal reasons is another story.
On establishing rapport with individuals, it is important to set boundaries. When rapport is too much, professionalism, authority, and respect pay the price. Positive feelings and interest are a must as long as professionalism and respect are still in place.
If each and everyone in the workplace will give a simple smile towards their co-workers, you can just imagine the harmony and productivity of the employees. Other matters aside, simple gestures in building rapport create an excellent climate in the office which would be enjoyed by employees and employers alike.
Originally posted on LinkedIn last January 12, 2016
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Small corner of the internet that we have put up for sharing ideas about personality and aptitude assessment. Our articles cover topics as light as personal reflections on the day-to-day experience of an assessment consultant to in-depth discussions on current practices and theories of the current assessment field.