Psychotechnical Assessment vs. Psychometric Evaluation: Key Differences and the Best Choice

In the field of human resources, talent acquisition, and professional development, two terms often cause confusion: psychotechnical assessment and psychometric evaluation. Although both methods aim to measure candidates' or employees' skills and characteristics, there are substantial differences between them concerning goals, methodologies, and applications.

This article examines what distinguishes each assessment, the contexts in which they are used, and which might be more effective based on the needs of each organization.

What is a Psychotechnical Assessment?

Psychotechnical assessments are tools used in personnel selection processes to measure competencies, cognitive abilities, and personality traits. Their primary purpose is to evaluate the fit of a candidate for a job position, ensuring they possess the skills necessary to perform effectively.

Features of a Psychotechnical Assessment

1. Comprehensive Candidate Measurement: It assesses cognitive abilities (such as logical reasoning or problem-solving), personality traits, and interpersonal skills.

2. Application in Selection Processes: Mainly used in hiring, but also in promotions and performance evaluations.

3. Combination of Techniques: Typically includes written tests, group dynamics, psychologist interviews, and practical exercises.

4. Customization: It is tailored to the job characteristics and company culture.

Example of Psychotechnical Assessment in Personnel Selection

A typical case is a candidate for a leadership position in a tech company. The psychotechnical assessment might include:

• Logical and verbal reasoning tests, to measure analytical capacity.

• Decision-making exercises in hypothetical management scenarios.

• Interview with an occupational psychologist to analyze emotional intelligence.

• Personality evaluation, like the Big Five personality test.

This approach helps determine if the candidate has the right skills and personality for the role.

What is a Psychometric Evaluation?

Psychometric evaluations, on the other hand, focus on objectively and standardized measuring of specific psychological traits, such as intelligence, aptitudes, personality, and behavior.

Features of a Psychometric Evaluation

1. Use of Standardized Tests: Tests are applied with pre-validated parameters and comparative scales.

2. Objectivity and Reliability: Results are based on statistical models, reducing subjectivity.

3. Specific Capacity Evaluation: Measures specific areas, such as numerical, spatial, or verbal skills.

4. Frequent Digital Application: Many psychometric tests are conducted online.

Example of Psychometric Evaluation in Personnel Selection

For a candidate for a financial analyst position, the company might apply:

• Numerical aptitude test, to assess financial analysis capability.

• Abstract reasoning test, to measure problem-solving ability.

• Structured Personality Test, like the MBTI, to determine work style.

These results are compared to a pre-established standard to determine if the candidate meets the job requirements.

Main Differences between Psychotechnical and Psychometric Evaluations

Which is Better? Psychotechnical or Psychometric?

The choice between a psychotechnical assessment and a psychometric evaluation depends on the objective of the selection or evaluation process.

• If the goal is to determine a candidate's fit with organizational culture and the position, the psychotechnical assessment is more effective, providing a holistic view.

• If the company seeks to accurately measure specific skills and objectively compare candidates, the psychometric evaluation is the better option.

In practice, many companies combine both approaches to get a complete picture of the candidate.

Conclusion

Psychotechnical and psychometric assessments are fundamental tools in talent selection and development. While psychotechnical tests allow a broader analysis of a candidate’s personality and skills, psychometric tests provide standardized and quantifiable measurements.

For companies looking to make informed decisions in their hiring processes, combining both methodologies can be the best strategy.

If you are looking to implement assessments to improve your selection process, consider engaging specialized professionals from Skillhunters who can apply the most suitable methodology for your needs.

Referenced Sources

• Sánchez, J. (2021). Psychological Assessment in the Workplace. Scientific Editions.

• American Psychological Association (APA). (2023). Standards for Educational and Psychological Testing.

• International Test Commission (ITC). (2022). Guidelines for Test Use and Interpretation.