PSYCHOMETRIC TEST VS APTITUDE TEST
Ever since recruiters have started involving pre-screening tests in their hiring process, there has been a debate going on which is better – Psychometric Test or Aptitude Test? Although usage of both type of tests fits in different scenarios, but it is always discussed which one should be given preference. Here is a detailed analysis from Applicant Tracking System about Psychometric Test and Aptitude Test. Psychometric Test By definition, Psychometric test is used to measure the human intelligence levels and gauge the cultural fit of a candidate who has applied for a job opening in an organisation. Today, almost 70% of the companies worldwide includes psychometric test in their recruitment process. What makes Psychometric test a preferred step before interview is its ability to bring out details about behavioral traits and personality traits of a candidate through a set of questionnaire, which usually cannot be tracked during an interview. The assertion given by many recruiters to follow this process is that it gives the idea of strengths and weakness of a professional (not in terms of skills), and serves as a roadmap for them to understand what they are supposed to handle at the job. But this whole process is based on the assumption that Psychometric test can reduce the risk of a bad hire or onboarding an unfit candidate. Psychometric test does not measure the skills of the candidate required to handle the job they are getting hired for. Also, there is no pre-defined pattern of such tests, every company comes up with their own design, making the results outcome more debatable.