How to use psychological tests in the selection of new talents?

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How to use psychological tests in the selection of new talents?

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Psychological tests are a widely used tool in a number of contexts – from driving license exams to selection processes at large companies.

Along with the other stages – such as curriculum analysis, technical skills tests and face-to-face interviews – psychological tests guarantee a recruitment and selection process more efficient. This results in better hiring for the company.

Before you start reading, we recommend that you download this free eBook. With it, you will be able to perfectly plan a Recruitment and Selection process. Answer the form and receive:

In this post, you will learn a little more about the importance of behavioral tests and the benefits of their adoption. In addition, we will present some of the most used tests by HRs around the world! Check it out below:

What are psychological tests?

Psychological tests are tools used to analyze and identify an individual’s subjective traits, which cannot be easily recognized or quantified.

Through psychological tests, it is possible to evaluate aspects such as:

And, among other competencies that concern the interpersonal relationships.

The methodologies vary according to the type of test and what you want to evaluate. In general, they are based on predetermined profiles that they consider behavioral aspects and personality traits.

Why use psychological tests?

Using psychological tests in the company’s recruitment and selection process ensures more assertive signings. And, consequently, the formation of more harmonious and stable teams in the company.

When knowing the psychological profile of the employee, HR ensures greater predictability regarding the professional’s behavior and his interaction with the team.

This ensures the maintenance of the organizational climate, in addition to more productivity in the tasks. Another positive impact is the decrease in the rates of turnover, since there is more certainty that the professional has the appropriate profile to company culture.

What are the main tests used in companies?

There are numerous options for psychological tests that can be used to analyze a candidate’s profile in the most diverse aspects – from logical reasoning to levels of empathy or use of intuition.

Discover some of the psychological tests most used by HR teams worldwide:

  • MBTI test;
  • IQ test;
  • DISC Methodology;
  • Warteg test;
  • Concentrated Attention Test;
  • Zulliger test;
  • QUATI test;
  • Palographic test;
  • BPR test.

Below, we talk a little more about the main ones:

QUATI test

O typological evaluation questionnaire (QUATI) is a psychological test that seeks to trace the personality profile of the candidates through the Jung model. A very simple methodology is used.

The test presents some everyday situations and, for each of them, about 15 statements. In these statements, the candidate must indicate the one that most closely matches his behavior.

Through the evaluation of results, it is possible to classify the candidate in one of the 16 categories of behavioral preference, measuring characteristics such as:

  • empathy;
  • intuition;
  • extroversion;
  • rationality.

MBTI test

O MBTI test is based on Myers-Briggs typology to profile a candidate within the 16 personality models established by Carl Jung.

This type of test consists of a series of statements about behavior. These statements are classified by the candidate on a scale ranging from “Totally disagree” The “I totally agree”.

The MBTI test appeared in the 40’s, in the United States, with the objective of evaluating the individual capacities and potentials in order to fit professionals in more suitable positions, increasing the productivity of the professional and the company.

DISC test

THE DISC methodology is used to trace the behavioral profile of a candidate from a professional perspective. This type of test classifies the candidate according to four profiles (which form the acronym DISC):

  • dominant;
  • influential;
  • stable;
  • complacent.

Through a questionnaire, it is possible to find out the behavioral patterns of the candidates, taking into account what motivates them in the work environment and whether they are more likely to perform operational tasks or deal with people.

From the classification in one of the DISC quadrants, HR is able to determine whether the profile of the professional in question fits the behavioral requirements of the vacancy for which he has applied.

Palographic test

O palographic test is aimed at analyzing the personality traits of the candidate. In this test, it is possible to measure characteristics such as mood, temperament and even productivity.

Popularly known as “Chopstick test”, the evaluation consists of the analysis of parallel lines drawn by the candidate on a sheet of paper.

The personality assessment is made by studying the drawings, considering aspects such as: size of the strokes, inclination, pressure used in the stroke, distance between the strokes, etc.

AC test

O concentrated attention test (or AC test), as its name implies, is used to assess a candidate’s ability to stay focused on an activity, under pressure, for a certain period of time.

This type of is usually used to evaluate candidates vacancies that require high levels of focus and concentration on professional tasks. The success in the test is measured from the time spent to perform the proposed exercises.

In general, AC tests follow the following model:

On a sheet with several symbols that are repeated (such as triangles of different sizes or colors, for example), the candidate must find the occurrences that resemble a predetermined sequence.

BPR test

O BPR test (battery of reasoning tests) is based on the candidates’ logical reasoning ability to measure your professional skills to work in the company.

Like other tests based on logical reasoning, this type of assessment can analyze the speed and capacity for problem solving, textual interpretation and ease of decision making.

Psychological tests are an indispensable step in the recruitment and selection process. They allow you to assess subjective skills that cannot be measured through technical tests and curriculum analysis.

Along with the dynamics and the face-to-face interview, psychological tests allow HR to identify soft skills of candidates, such as the potential for logical reasoning, personality traits and interpersonal skills.

If you want to know more about the importance of these skills and how to evaluate them in employees, we have another post on the subject that may interest you. Read more: Hard skills and soft skills: what they are and how to evaluate them.

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