Every manager worth his salt knows that employees are the life breath of any organization. Thus, when a mistake is committed while hiring, the impact is experienced at all levels of the organization. Whether the employee happens to be a team leader or has a role dealing directly with customers, if they are a wrong fit, they will cost the company enormously.

Such costs can be in terms of employee morale, lost productivity, reputation and financial cost.  Mistakes in hiring can take place during the interview process.

Interview method is mostly subjective. A shoddy appearance or weak handshake can produce a wrong impression. Traditional interviews have following four outcomes:

• True positive- Candidate had a good interview and performs well on the job
• True negative- Candidate had a poor interview, and you take the right decision to reject them as they would have been ineffective at the job.
• False positive- Candidate had a good interview but performs badly at the job.
• False negative- Candidate fails interview but would have been great in the job role.

Employers must reduce false negative and false positive scenarios as these can hurt your company and cost the company dearly. But it is not easy to decide who will be a good fit for the job or not. As per studies, standard recruitment processes are not reliable all the time to judge who is a right fit as per company culture or if their personality and aptitudes suit job roles.

Most companies want to avoid as much guesswork as they can because of the potential costs associated with hiring the wrong person. Here comes the value of psychometric testing. Psychometric tests can help you make good hiring decisions.

There are two kinds of psychometric tests- personality and aptitude. Aptitude tests evaluate thinking and logical reasoning skills such as numeric ability, spatial reasoning, verbal ability, mechanical reasoning and abstract reasoning. Such tests are usually based on multiple choice questions.

A career personality test is typically a questionnaire, designed to identify features, motivations, and attitudes, which may not be uncovered during the standard process of interview. So, if job role demands great powers of decision making, you need a tool to evaluate such qualities in a candidate.

Will candidates fake their answers to personality questionnaires? No fear-well designed questionnaires are capable of detecting inconsistencies. Thus candidates cannot lie about their weaknesses and strengths.

At the same time, it is a fact that success of psychometric tests like Mettl Psychometric personality Test depends on the persons administering them. For a good start, create a strong job description and a detailed profile of the type of person you are looking for- including personality traits and competencies. Use of this tool is maximized when you are trained in how to administer and evaluate a test.

Such tests are a good investment, and for getting maximum Return on Investment (ROI), they should be conducted by staffs who understand how to make an interpretation of results and match them with features outlined in the job description. To get best results, you can outsource the psychometric testing to a professional organization.