Artificial intelligence (AI) has been making significant progress in recent years, and its application in the field of recruitment is no exception. One of the areas where AI has been utilised is psychometric testing, where it has been employed as a tool to assess the personality, skills and cognitive abilities of job applicants / candidates.
Jasmeet Bhatia, CHRO, Thermax, says that psychometric tests can be effective if used appropriately as one of the data points in decision-making. They should not be the sole basis for judgement, but rather an additional tool to enhance the overall decision-making process.
When using psychometric tests, it is essential to consider other factors, such as work experience, education and skills, to make informed decisions. Psychometric tests are particularly useful for assessing a candidate’s and retaining behavioural tendencies that may not be evident from their resume or during an interview.
“It is also important to note that the effectiveness of psychometric tests can vary depending on the type of test used, the quality of the test, and the manner in which it is administered and interpreted.”
Jasmeet Bhatia, CHRO, Thermax
Bhatia adds, “It is also important to note that the effectiveness of psychometric tests can vary depending on the type of test used, the quality of the test, and the manner in which it is administered and interpreted. Therefore, it is crucial to select a reliable and validated test and ensure it is administered and interpreted by a qualified professional.”
Psychometric tests have been used in recruitment for many years to assess the suitability of candidates for a particular job role. AI-based psychometric tests can automate the entire process, from test administration to result analysis.
According to Subir Mitra, director HR, GAIL, psychometric tests have been widely used in the corporate sector for several decades, not just for recruitment and hiring but also for various other purposes.
He adds, “Psychometric tests provide valuable insights into an individual’s strengths, weaknesses and overall suitability for a particular role. Emotional intelligence (EI) plays a significant role in managing teams and creating a positive work environment. Therefore, many companies use psychometric tests that assess the emotional intelligence of candidates to identify those who are most likely to succeed in leadership positions.”
“Psychometric tests provide valuable insights into an individual’s strengths, weaknesses and overall suitability for a particular role. Emotional intelligence (EI) plays a significant role in managing teams and creating a positive work environment.”
Subir Mitra, director HR, GAIL
Benefits of AI-based psychometric tests
Kamlesh Dangi, group head – human resources, InCred, agrees that AI-based psychometric tests can be effective for recruitment purposes in the present and in the future. These tests can provide a more accurate and unbiased evaluation of candidates’ capabilities and personality profiles, which can aid in identifying the right fit for the organisation.
He also says, “Additionally, AI-based tools can be very useful in various fields, including technology, and the advancements in AI technology suggest that these tests will only become more effective in the future.”
Objective evaluation
One of the key benefits of using AI-based psychometric tests is their ability to provide an objective evaluation of a candidate’s skills and abilities. Traditional psychometric tests are often administered manually, which can introduce human biases and errors into the testing process. AI-based psychometric tests, on the other hand, are designed to be unbiased and objective, which can lead to more accurate and reliable results.
Data analysis
Another advantage of using AI-based psychometric tests is their ability to analyse large volumes of data quickly and efficiently. This can be especially useful in recruitment, where recruiters may need to assess the skills and abilities of hundreds or thousands of candidates. AI-based psychometric tests can analyse data from multiple sources, such as resumes, cover letters and online profiles, to provide a comprehensive assessment of a candidate’s suitability for a particular role.
“AI-based tools can be very useful in various fields, including technology, and the advancements in AI technology suggest that these tests will only become more effective in the future.”
Kamlesh Dangi, group head – human resources, InCred
Drawbacks of AI-based psychometric tests
Artificial intelligence-based psychometric tests are not without their limitations. One of the main concerns with these tests is the potential for algorithmic bias.
If the algorithms used to analyse the test data are biased, the results of the test may be skewed, leading to inaccurate or unfair evaluations of candidates. Additionally, AI-based psychometric tests may not be suitable for assessing certain skills or abilities, such as creativity or emotional intelligence, which are difficult to measure using standardised tests.
Despite these limitations, the effectiveness of AI-based psychometric tests in recruitment is supported by a growing body of research. Ultimately, the effectiveness of AI-based psychometric tests will depend on the specific needs of the organisation and the role being recruited for.
