Psychometric assessments are psychological measurement tools. These tools are used objectively to measure a person’s personality, aptitude, integrity and interest. Psychometric assessments can be used for:

• Job selection
• Promotions
• Personal development
• Team selection
• Career guidance
• Succession planning

Psychometric assessments can provide scientific evidence pertaining to an individual’s motivations, values, and reactions to his/her environment. This information provided will assist in objectively determining the holistic profile of an individual.

Psychometric assessments can also be used for purposes of career guidance for learners or adults. These assessments may guide an individual to discover his/her strengths, interests, career values and motivations. Additionally, these assessments can also guide school learners to choose subjects and explore career opportunities that are aligned to their unique profile. Lastly, the results of these assessments can yield significant information relating to career changes by setting career goals and to develop career plans.

Section 8 of the Employment Equity Act 55 of 1998 stipulates the requirements for psychological testing, which includes psychometric assessments. Section 8 states that employee assessments are prohibited unless the test or assessment being used:

(a) has been scientifically shown to be valid and reliable;
(b) can be applied fairly to all employees;
(c) is not biased against any employee or group; and
(d) has been certified by the Health Professions Council of South Africa established by section 2 of the Health Professions Act, 1974 (Act 56 of 1974), or any other body which may be authorised by law to certify those tests or assessments.

Smaller companies may benefit more from the use of psychometric assessments. This can be attributed to the impact of recruitment decisions in smaller organisations - every recruitment decision in a small business is a potential risk.

Research suggests that replacement costs of an employee on management level, in a smaller company, can easily add up to six - eighteen months’ salary. By making use of psychometric assessments during recruitment, these replacement costs can be significantly minimised and smaller companies can ensure that the right people are employed in the right positions. Therefore, this will enable smaller companies to minimise replacement costs and to create a competitive advantage by ensuring the right people are in the right positions doing the right work.

The use of psychometric assessments can sound rather academic but in actual fact psychometric assessments can enable an organisation to make hard-headed business decisions. It is therefore suggested that psychometric assessments can increase an organisation’s bottom line, decrease staff turnover, identify talent, create a more efficient organisation and minimise replacements costs.

The benefits of psychometric assessments may include the following:

• Make accurate business decisions
• Minimise recruitment and replacement costs
• Lower staff turnover which may lead to a greater return on investment for psychometric assessments
• Improve learning and development initiatives by focusing on specified development areas
• Build an attractive employee value proposition through effective recruitment and development practices.

Psychometric assessments are objective and a rigorously researched means of evaluating an individual. Its objectivity is attributed to the scientific approach which eliminates conscious and unconscious bias which is inherent to the interview process. The interviewer may be prone to make decisions based on prejudices, personal opinions, stereotypes or previous experiences.

However, it should be noted that psychometric assessments cannot be used in isolation to inform recruitment and selection decisions. Thus, to make the best hiring decision, both techniques should be used to minimise bias, increase objectivity and ensure fairness.

Yes. It is required to make reasonable adjustments to the assessment process to alleviate any potential disadvantage, depending on the specific requirements of the individual.

In South Africa, only HPCSA (Health Professions Council of South Africa) registered psychometrists or psychologists can conduct psychometric assessments.

Specific training on specific uses of certain assessments are offered if a psychologist or psychometrist wants to become accredited. A registered psychometrist/psychologist will have to attend such training to acquire the skill to appropriately utilise the relevant psychometric tools.

Any person/organisation considering assessments can start using them now, even if they are not part of the current organisational process.

The duration of psychometric assessments can vary between five minutes to three hours. The duration of an assessment is determined by a variety of factors including the competencies assessed, the job role, the job level, the budget, etc.