The two assessment tools, personality, and psychometric tests, have stirred quite the chaos. Despite their popularity, many people still aren’t aware of the differences between the two.
So, what is the difference between personality test and psychometric test? A personality test will assess a candidate’s personality traits and behavior. A psychometric test will, however, assess their cognitive thinking and capabilities. So, psychometric tests predict performance whereas personality tests determine compatibility with the team.
Next, we will discuss these tests and the key differences that separate the two. So, keep reading!
What Are Psychometric Tests And Personality Tests?
Let’s discuss what these tests are before getting into the major differences. This will help you clarify their purpose. Thus, allowing you to evaluate them based on your specific needs.
Personality Tests
Personality tests include a series of assessments to analyze various personality traits. So, they measure and evaluate a candidate’s patterns of behavior, thinking, and feeling. They are often considered a smaller category of psychometric tests.
Example
- Myers-Briggs Type Indicator (MBTI)
- Big Five Personality Traits
Psychometric Tests
Psychometric tests are various assessments that analyze a person’s cognitive intelligence. These tests rely on scientifically proven methods that avoid biases. They help to understand the candidate’s sociability, reasoning, and sometimes emotional intelligence.
Example
- Aptitude tests (numerical, verbal, logical reasoning)
- Cognitive ability tests
Key Differences Between Personality And Psychometric Tests
While both tests assist with recruitment, they have their differences too distinct differences. So, here are the key difference between personality test and psychometric test.
Purpose
Psychometric tests are typically to assess a candidate’s performance and reliability. These tests will evaluate capabilities and their compatibility with the company. Thus, helping to predict job performance for prospective hires.
Personality tests also assess the candidate’s compatibility with the job. However, it is done on an interpersonal level. This includes the assessment of social interactions, stress management, and response to feedback. Thereby, helping understand the candidate’s cultural fit for the company.
Depth
Psychometric tests have an extended depth to themselves. They explore a diverse range of capabilities to create an unfiltered report. Moreover, psychometric tests often assess the candidate’s personality, thus, further expanding their scope. Overall, they provide crucial information that wouldn’t be available in interviews or resumes. Personality tests also cover broad aspects of an individual’s personality. They target motivational drivers to assess the underlying behavioral tendencies. Thus, this gives an overall idea of the intricacies of the personality.
Validity And Reliability
Psychometric tests are carried out with standardized questions. They’re scientifically designed for a high construct validity. Moreover, they have high test-retest reliability. So, results are similar for a retest as long as the skills remain intact. All of these features collectively ensure high internal consistency and accuracy.
On the contrary, the insights from a personality test are valuable but circumstantial. Despite their high test-retest reliability, certain situational factors can impact the results. Thus, making them inaccurate in the long run.
More importantly, these tests are often self-reported. Therefore, it is almost impossible to assess the sincerity of the answers.
Application Scope
Psychometric tests are mostly used during recruitment. So, they are generally used for performance prediction before hiring. However, some education administrations also utilize these tests periodically.
Alternatively, personality tests are used during and after recruitment. While they help with hiring, they are also beneficial for team-building. They can be even used for personal development with teams.
Pros And Cons
Although these tests are popular for their unique advantages, they have drawbacks too. Here is a breakdown of the pros and cons of psychometric and personality tests.
Pros Of Psychometric Tests
- Ensures an objective assessment without any bias
- Compliant with standard procedure
- Versatile mode of assessment
Cons of Psychometric Test
- Limited assessment of soft skills
- Limited contextual information may lead to cultural bias
Pros Of Personality Tests
- Ensures cultural fit
- A better perspective about the candidate
- Fosters team dynamic
- Allows self-development
Cons Of Personality Tests
- Limited reliability due to self-report
- Lack of standardization
- May not be compatible with all situations
FAQ
Here are some frequently asked questions to enhance your understanding of these tests.
Q. Are personality tests more useful than psychometric tests?
They each have something fruitful to offer. A personality test is more suitable for companies that need to conduct an interpersonal assessment.
Q. Can candidates prepare for these tests?
With personality tests, there isn’t generally much to prepare for. However, you can prepare for psychometric tests. Practice relevant skills like logical reasoning tests or aptitude tests.
Q. Can personality tests predict job performance?
No, personality tests don’t generally predict job performance. However, certain personality trait assessments can help to determine success in certain roles.
Conclusion
Personality and psychometric tests are essential tools for recruitment these days. While they have their differences, they share a single goal. To streamline recruitment processes!
