Why HR needs to embrace psychometrics

In today’s organizational landscape, the expectations placed on employers can be overwhelming.

While balancing financial stability, meeting stakeholder needs, and achieving strategic objectives are essential, perhaps the most important organizational responsibility is managing and supporting their people.

Evolving perspectives on diversity, equity, inclusion and belonging (DEIB) along with the challenges of employee retention and engagement in an increasingly remote workforce, make it ever more difficult for organizations to thrive.

As these challenges grow, it is HR professionals who are tasked with implementing these changes and managing the resulting consequences.

Despite being a core function of the organization, HR professionals often do not receive the recognition or support they deserve.

In a recent survey, Ciphr found that 43% of HR professionals working in large organizations felt overworked all or most of the time and one in six intends to quit their job in the next year.

To help alleviate these pressures, many organizations are turning to psychometrics.

What are psychometrics?

This begs the question: what are psychometrics and how can they help support organizations in achieving their objectives and caring for their employees, while also benefiting HR professionals?

There are a range of assessments available which can be used to measure and predict an individual’s behavior and performance in the workplace.

These include those measuring personality (such as MBTI or Hogan), emotional intelligence (such as EQ-i 2.0 or MSCEIT), cognitive ability, motivation, and competencies.

These assessments are not just for psychologists or researchers, they can also be used by people management teams, such as HR, to gain deeper insights into current and prospective employees.

Why psychometrics matter to HR

In a world where HR and organizations are increasingly overwhelmed, psychometric assessments offer a way to boost productivity, improve retention, and foster a more equitable and informed hiring process.

Improving recruitment decisions

Psychometric assessments provide objective data on candidates’ strengths, weaknesses, and overall fit for a role, leading to more informed and defensible hiring decisions.

These assessments can measure traits like cognitive ability, emotional intelligence, and even cultural fit, offering insights that go beyond what traditional interviews or resumes can reveal.

By using these assessments alongside other selection methods, hiring teams and other HR professionals can predict how candidates are likely to perform and behave in the workplace.

In fact, Sackett et al. (2022), found that assessments centers, work sample tests, and measures of cognitive ability are all more valid predictors of job performance than an individual’s number of years’ experience.

Psychometric assessments reduce reliance on subjective judgment or gut instinct, ensuring that decisions about recruitment, promotions, and development opportunities are grounded in objective, measurable competencies rather than personal bias.

This helps minimize any prejudice, makes the hiring process more transparent and fair.

Additionally, psychometric assessments can streamline recruitment processes.

This is because they can automate initial screenings, highlight candidates with the most relevant attributes, and provide targeted, competency-based interview questions, ultimately improving both the quality and efficiency of the hiring process.

Upskilling leadership

In many cases, individuals are promoted to leadership positions based on their experience, seniority and/or subject knowledge, rather than their skills as a leader.

This creates a clear divide between individuals in these positions; those who are managers, and those who are leaders.

Why is this important? Research from TINYpulse found that employees who rate their managers poorly are 4x more likely to interview for another job, compared to those that rate their managers highly.

Psychometric tools can help identify any gaps in leadership capabilities, enabling targeted development programs that truly elevate a leader’s effectiveness.

In a study of over 50,000 executives, Zenger Folkman found that leaders who were diligent and proactive in seeking and receiving feedback were rated, on average, in the top 24% for effective leadership.

Organizations can empower leaders by investing in their development and providing structured, objective feedback opportunities on critical skills such as emotional intelligence, decision-making, and strategic thinking.

Psychometric assessments can play a key role in this process by offering deeper insights into leaders’ behavioral tendencies, communication styles, and resilience under pressure.

Encouraging structured, routine feedback provides leaders with a valuable and rare opportunity to reflect on their strengths and pinpoint specific areas for growth.

Investing in this kind of leadership development not only offers leaders tangible feedback but also makes them feel valued and supported.

Skilled and supported leaders are more likely to manage others effectively by continuously evolving and adapting to the differing needs of the team, reducing the need for HR interventions and minimizing any management issues.

Managing a hybrid workforce

Remote and hybrid working has increased over recent years, and it looks here to stay.

Therefore, it is important for HR to ensure working arrangements are managed effectively.

Psychometrics can play a role in this by cultivating meaningful relationships built on trust and compassion, and equipping leaders with the tools to manage remote teams effectively.

For example, emotional intelligence assessments such as the EQ-i 2.0 can help leaders to maintain engagement and better understand their team’s differences, becoming more active, empathetic communicators.

Personality assessments, such as the HUCAMA PF, can also identify which employees are likely to thrive in a hybrid or remote environment, as well as who may need additional support.

For instance, some personalities are better suited to independent, structured work styles, excelling in remote settings, while others may thrive in more collaborative, dynamic environments, benefiting from in-person interaction.

Overall, psychometric assessments can help identify who needs more support in a remote environment and also improve the communication between employees and management in different locations, leading to a more cohesive and productive workforce.

Using psychometrics to drive success

When used effectively, psychometrics are a transformative and modern solution that can drive organizational success and provide invaluable support to HR professionals.

By offering deep insights at all levels, psychometric testing helps meet diverse needs, from recruitment to leadership development.

As job roles become more specialized and complex, psychometric data can help businesses align talent with strategic objectives, ensuring long-term sustainability and success.

To unlock the full potential of psychometrics, HR professionals can take actionable steps to integrate these assessments into their organizations by:

• Identifying key pain points where psychometric insights can drive improvement
• Seeking expert guidance from an occupational psychology consultancy to ensure best practices
• Gaining qualifications or training in a specific psychometric tool to build internal expertise and empower their HR teams

Through continuous assessment and monitoring, HR professionals and organizations not only elevate their strategic value, but also create a workplace culture built on data-driven decision-making, fairness, and focused employee development.

Begin by evaluating your team’s needs and seek out expert guidance to implement these powerful tools for measurable, lasting impact.

Now is the time to leverage the power of psychometrics, make sure you don’t get left behind.