Decision Dilemma - Why Psychometrics?

29 March, 2020 | | 1 Comments

Psychometric tests are a standard and scientific method used to measure individuals' intellectual abilities and behavioural style. Many times the behavioural traits and personality of an individual can be difficult to assess during a job interview. Psychometric assessment tools can be helpful at analysing the ‘hidden’ traits of an individual and provide a better, more realistic view of one’s abilities than a formal certificate of education. These tests are hence useful to make a suitable career choice by students and for employers to measure candidates' suitability for a role.

 “I am not too sure what I will take up in 11th!” is the most common refrain of the high school students who has myriad options to choose from and abundant information to get confused with. Most of the times the decision settles on the degree that woos the neighbours or offers a fat salary or is trending! When the immediate environment has solitary influence in decision making, the result can be disastrous. “If I do engineering my parents will be proud;” If I don’t get into manufacturing, I will get into data analytics, the ‘in thing’ ”, or “if I study economics I will settle with a fat salaried job in a foreign bank”. All of these are factual and correct. But then why is it that all engineers are not successful? Or why some successful economists are unhappy? While the external factors like the ‘industry’ or ‘keeping up with the Joneses’ plays a vital role in decision making, the more important factor for consideration is ‘looking into one’s self’. A conscious and importantly critical evaluation of individual’s abilities may help zero in on fields that correspond with those aptitudes. To be able to work in an area requiring aptitude that corresponds with one’s strengths may be viewed as a match made in heaven.

A look into the immediate future is necessary but not sufficient for  decision making. A study to find what will trend in 5-6 years from now would be more rational to consider. In other words when we look at the industry, joining the one which is growing will be more secure than being a part of the one that is already at its peak. It would also be equally important to consider whether the work would excite oneself. Therefore even if ‘analytics’ has loads to offer as a career, if one doesn’t enjoy seeing pattern   in numbers, one will feel suffocated in number crunching environment even if is ‘trending’. It’s the same feeling a successful but not artistic engineer will face if asked to design a ‘film set’. Another recurrent disaster that I witness is when the choice is based on academic scores over unmeasured talent. When a highly creative and artistically inclined student, who scores a centum in biology pursues the field of medicine over design, I get a good doctor at the cost of an excellent designer. 

Career interests are expressions of life’s objectives, values and the abilities of individuals within the professional  sphere,  while representing a synthesis of personal characteristics. Playing with one’s strength is the smartest way to be successful in the profession - no naysay on this. A very informal and instant way to find out one’s strengths and interests can be by listing down one’s favorite activities and writing those adjectives which best describe one as a person. Involving friends and dear ones to give their impartial opinion will give different perspective of one’s own self. However, a more systematic and tested way is through use of psychometric assessments. 

Psychometric tests are a standard and scientific method used to measure individuals' mental capabilities and behavioural style. Many times the behavioural traits and personalities of an individual can be difficult to assess during a job interview. These tests are hence used by employers to measure candidates' suitability for a role. They identify the extent to which candidates' personality and cognitive abilities match those required to perform the role. They also help the employer plan training programmes, career growth paths or to formulate succession plans. These tools discover how ‘uniquely powerful’ one is and help convert potential to performance.

To know which tool to use, one should be aware of its strength. A good tool should be statistically verified, not gender biased and should be geographically relevant too. Particularly in the case of ‘interest’ inventory where if the careers stated are relevant to the western countries, it may not be appropriate for India. For e.g. vocations like wine taster, horse trainer or bartender may sound offensive when we speak of them in India. The validity and reliability evidence of an assessment tool is done through statistical testing.

Various tools like Cliffton StrengthFinder (Gallup), Strong Interest Inventory, Murphy-Meisgeier Type indicator for Children, MMTIC (MBTI for Children), Holland Code, Gardner’s Mutiple Intelligence Test, The Big Five Personality Traits Model and DiSC  are the popular ones used to identify dominant personality traits, characteristic, interest and gives a reference point to choose the best fit career option. These tests are available online and can be purchased but the analyses of the results must be done with help of an accredited practitioner for best interpretation. It’s important that at least two different ways of assessing is done to get a matrix of information that would provide a better all-round view of an individual.

The nature of jobs in the future is changing. Creative thinking and problem solving skills are critical for survival.  An individual is inherently innovative in his strength areas, becomes performer and an engaged employee when he uses his natural abilities. It is necessary, therefore, to find one’s core forte and personal skills which may or may not have been nurtured during the years of formal education. Psychometric assessment tools can be helpful at analysing the ‘hidden’ traits of an individual and provide a better, more realistic view of one’s abilities than a formal certificate of education.