Reimagining Psychometric Tests In Recruitment With Numerology
The recruiting sector, like most things in the world, has developed significantly since the beginning. Initially, face-to-face interviews were the norm, followed by cover letters and then IQ, skill, and personality tests. A spike in video interviews has occurred since COVID-19, further showing that the business is always evolving.
It's no secret that recruiting new employees is expensive. Employing someone comes with risks, even if it's a long-term aim for them to contribute to the company's profitability in the future. ‘Culture Fitment’ & ‘Skill Set’ have become the buzzword of the modern age workforce with Gen Z’s entry into the workforce and ever-evolving landscape with booming startups.
Often resume conveys the ‘skill set’ one carries and the relevance of that skill set in the real-time work scenario of a company and this is often objective-oriented assessments in form of case studies, real-time stimulatory situations, etc.
On the other hand, when it comes to ‘culture fitment’, it is most often dependent on the human psychology of stakeholders and a human-originated bias cannot be ruled out.
It is impossible to gauge whether someone will be able to live up to the extra value they claim on their CV without first getting to know their job.
The essential personality qualities or natural abilities are foundation stones on which ‘culture fitment’ is based upon. Therein lies the importance of psychometric tests in the workplace. The evolution of occult sciences (aka Numerology) can be a great supplemental tool in assessing the psychology of a possible recruit.
Psychometric Tests—Let’s Familiarize With The Term
When it comes to recruiting, psychometric testing is a sort of evaluation designed to assess a candidate's aptitude and mental skills. For example, employers can utilize logical reasoning, verbal reasoning, numerical reasoning, and situational judgement exams to assess a candidate's job fit.
It is important to understand how psychometric testing differs from standard testing that assesses the knowledge, education, or skills. Accomplishments, work experience, and educational background are all factors that employers look at throughout the hiring process to determine if an applicant is a good fit for a position.
Candidates' logical processes, capacity to comprehend and evaluate a variety of facts, and problem-solving abilities are revealed through psychometric tests, which give a holistic perspective of the applicant. Additionally, they give insight into their personality, ethics, and how they could fit into a current team.
The beautiful legacies of divine science, i.e., numerology, can prove to be a vital asset in supplementing the modern edge psychometric tests and evolving it for the future. Generic details of a potential employee such as name, birth order, and Date of Birth have an enormous wealth of information to reveal for the candidate. All this information is already captured by each organization; however, it is almost untapped.
When Are Psychometric Tests Usually Used?
It is possible to employ psychological testing at many phases of the selection process:
However, despite the fact that there are no set criteria for when to utilize psychometric tests, they are most commonly employed as part of the final recruitment process. To a significant extent, this is determined by the company's size or by the position's level of seniority.
As a matter of fact, some organizations prefer to use psychometric tests early in the recruiting process, so they don't waste time with the unsuitable candidate. Many firms that get a high number of applications utilize psychometric tests as a screening tool.
But hiring managers shouldn't rely just on psychometric exams for their ultimate choice. Ideally, these should be utilized in conjunction with other aspects, like screening and online or face-to-face interviews.
Reimagining Psychometric Assessments
Psychometric assessments employed currently can easily be learnt and displayed during the evaluation processes. With a wealth of information available in public about each company and the role expectations, one may learn to tweak responses to demonstrate a superficial ‘cultural fitment’ and leading to a ‘false positive’.
This is where, Sidhharrth S Kumaar, the Founder of ‘NumroVani’ has reimagined ‘psychometric assessments’ by supplementing this information based on numerology and occult sciences. Our Date of Birth, Name, Birth Order, and Birth Time have a significant impact on personality and psychological response to a situation, and this is something that can not be modified or tweaked.
The beautiful legacies of numerology which has served humankind for centuries need to be reimagined into corporate recruitment experiences and creating a long-term win-win situation for both.
The reimagined assessment process can be used as an additional tool to facilitate decision making, and this quite often can be incorporated at the final stage to choose the best among two with equal skillset.
The role of reimagined psychometric test supplemented with numerology can assist a modern age company for hiring across the level.
However, the psychometric tests supplemented with numerology assessments can prove quite vital for CXO and/or senior level recruit to understand and dive into detailed psychology and the situational response of a person and its overall fitment to the ‘organization culture’. At these levels, ‘cultural fitment’ and ‘inner secrets of the thought process’ governing situational response hold great significance.
Psychometric Assessment for Future Workforce
Due to the high level of competition in the professional employment market, it might be difficult for employers to find qualified candidates. An expensive and time-consuming error is hiring someone who appears to be a safe choice but has trouble settling in or disturbs the team (‘culture fitment’).
With more Gen Z entering into the workforce, the diversity of generation in the workforce will be at its peak and ‘culture fitment’ would become a more integral part of evaluation processes and critical for a business to keep thriving in this fast-paced and unpredictable business situation.
The reimagined psychometric assessment can prove to be a vital supplementary tool to assist the hiring managers in taking a conscious decision and choosing the best among two equals with the same skill set.
Conclusion
With the fast-paced evolution of landscape and cutthroat competition in gaining the right talent and associated cost to company for ‘wrong hire’, it is high time to awaken our horizons and thinking beyond copybook style of recruitment.
The reimagined psychometric assessment can certainly prove to be a panacea in the hiring landscape for decades to come and create ‘culture fitment’ an absolute business necessity of the future.
