Over the past two decades we are noticing an increasing tendency for the use of psychological tests in personnel selection or evaluation of various aspects of the work of managers, identifying issues in the work of the teams in the company, identifying talented and creative staff evaluation opportunities for career development and more. Application of the diverse range of psychological tests in the workflow should be used periodically – once every three, six or twelve months and it is important to note that their application does not preclude the monthly appraisals conducted by the team manager in the company, but rather they become an important addition to analyze the work process and/or person.
Outside consultancy organizations in the field of human resources are beginning to have a leading role in achieving high efficiency levels in the process of identifying the needs of the application of psychological tests, as well as their implementation and analysis. This is due to the fact that such agencies have a wide range of specialized expert staff who adequately, accurately and precisely process and analyze the information received and give an objective recommendation for further business activities. At the same time, many private companies offer a wide range of consulting services in management and human resources development relating not only to the conduct of psychological tests, but the selection of personnel, training and organizational development and behavior.
Why do we recommend the application of psychological tests?
The benefits of applying this type of testing are many, basically they can cover the following areas:
- Increased motivation to work;
- Strengthening the purposefulness of workers;
- Discovering talented and creative staff;
- Removal of the final subjectivity of managers in preparing individual assessment of the work of a particular person;
- Preparation of a comprehensive and objective assessment of the: work environment, opportunities for career development, de-motivation of employees, relationships within the team, etc.
Why do companies use these tests?
There are many reasons. One of the biggest advantages is directed to the fact that there is a measurable outcome. The specialist who analyze the results will not be faced with the option to compare relatively similar responses such as “efficiency in the execution of official engagements” and “fulfillment of duties on time,” and will be dealing with numerical values for each of the studied group indicators. This will increase the chances of an objective assessment of personality.
Another positive aspect of this type of assessment is aimed at finding specific competencies that can be established after long observation, surveys and interviews. As an example we can mention the study of professional features such as ability to work in a team, precision, goal setting, work in a dynamic and changing environment, etc. The study of this type of specificity suggests respondents to give socially desirable answers which can lead to false analysis and assessments, while the use of psychological tests minimizes this risk.
To be as objective as possible, we should mention that using the above method for evaluation of staff in the company or the appointment of new staff has some disadvantages.
Experts recognize that the subjective factor in the evaluation of the questionnaires has not been canceled completely, since the obtained data consists of only numbers and from there on everything is in the hands of professionals and the interpretation that they will make in reliance on the information obtained.
Another factor that we should consider is the psychological attitude of the rated entity. Very often when people know that they will be “studied” by this type of testing, they subconsciously begin to experience uncertainty in their possession skills and competencies put in doubt his knowledge and anxiety that leads to their inadequate representation in completing the questionnaires . That is why the use of psychological tests in the evaluation of staff and hiring new employees should be just one of the tools used by professionals working in HR departments.
Some useful advice!!!
Rule № 1
As mentioned above tests can be manipulated by the respondent, but remember that even this factor is provided by the authors. In most of the tests there are specifically designed scales known as the “scale of lies” and anyone who wants to show personal and professional knowledge, skills and competencies that they do not own, has the chance to be caught by the use of those scales.
Note also that sometimes representing our best qualities might carry a risk as your current or future employer may not be looking to hire the perfect employee, or you might create an image that is unreal and thus you will have unrealistic expectations when entering your work place. Most employers are willing to accept the “flaws” in their professional employees and invest financial resources in their training, rather than to hire ideal specialists and later find them unsuitable due to lack of organizational skills on which they have relied on the most and rather than being owned by the employee it turns out that they are in fact a “Shiny shell without filling”.
Rule № 2
Read the questions carefully and slowly. Try to answer every one of them, because the lack of response might distort the test results.
Rule № 3
Do not waste too much time on the questions, in most cases tests have a specific time in which they have to be completed and overanalyzing the questions and answers will prevent you from completing them in full.
Rule № 4
Carefully listen to the instructions of the person performing the test.
Rule № 5
Seek feedback, it is very important for you because it will serve you as a guide in the selection of professional positions and it is never too late to learn one more thing about yourself.