Source | xobin.com
A study shows that more than 75 per cent of Fortune 500 companies rely on psychometric tests during the process of recruitment. Here is how various companies incorporate psychometric tests in their recruitment process.
In our previous article we have discussed the science behind the various types of job-specific psychometric. Now, we shall see how psychometric tests are being adopted by organizations in their recruitment process. This is the second part of the post on “Demystifying The Use Of psychometric Tests”.
Here is how large organizations are harnessing the psychometric tests in their recruitment process.
Microsoft uses personality assessment in their recruitment process. This is after a technical competency and SHL tests. The applicant will require a very good knowledge of Microsoft for the competency test and also answer some behavioural questions. The SHL test is a 24 questions test for 25 minutes, which follow the line of inductive reasoning.
The recruitment process and testing of Barclays revolves across all the four job functions (field engineering, supply chain, commercial and technology) are the same. The online application is accompanied by personality and behavioural based questions and this is followed by a telephone or video interview in which more personality and aptitude tests, based on SHL reasoning, will be administered.
Successful applicants are invited for the Barclays Experience during which, they are assessed on written and group exercises along with some case studies. Success in the Barclays experiences leaders to you securing your offer letter.
When Eon, the world’s largest supplier of electricity utility, recruits, they employ the services of both SHL and Saville with their tests. Candidates who are shortlisted from applications will be immediately invited to an online Situational Judgement Test (SJT). The applicant is exposed to various realistic, hypothetical business situations.