With technological improvements, computer-based assessments, and personality inventories on the Big Five personality traits; (Openness to Experience, Conscientiousness, Extraversion, and Neuroticism) gained popularity in the late twentieth century. In the twenty-first century, online tests, situational judgment testing, and AI-driven technologies were further integrated, providing HR practitioners with the current psychometric assessment to assess individuals' suitability for diverse roles. 

Psychometric tests are different tests created by psychologists and psychometricians at top psychometric assessment companies that assess and measure both cognitive ability and personality traits. Psychometric Assessments are easy to use and also help to eliminate unconscious bias while accurately predicting their personality. 

Harnessing Visual Stimuli to Improve Psychometric Tests

To help clients improve their hiring process, PMaps developed evidence-based assessments based on personality theories such as trait theory. The Personal Construct Theory by George Kelly suggests how individuals acquire “constructs,” that are their perceptions of themselves, real-world information, and both direct and indirect experiences.

As the responses mirrored candidates' mental constructs, the corresponding personality traits were highlighted. Upon further analysis, it was found that a visual-based psychometric assessment could elicit similar responses and meaning as a text-based assessment did. As a result, visual stimuli were incorporated into the assessment design.

Developing the visual-based assessment

The development of the visual-based psychometric assessment involved three distinct phases, each aimed at enhancing its efficacy. The use of visual-based psychometric assessments made them fun, interactive and engaged candidates while assessing personality traits.

The first phase featured visuals depicting individuals in various scenarios, tailored to the Indian context. However, gender-biases shortcomings arose, prompting a move towards a gender-neutral approach in the second phase. Behaviors corresponding to personality traits were deduced through keyword analysis, resulting in improved visuals and expanded engagement.

In the third and final phase, the focus shifted exclusively to the expressions of the stick figures. Their body language became more flexible and expressive, conveying precise meanings. Universally applicable scenarios engaged candidates, prompting observation of the yellow stick figure's behaviors and emotions. PMaps also altered the options to enhance accuracy and relatability.

By minimizing distractions, candidates could concentrate on interpreting the character's reactions, enhancing the assessment's insightfulness. Clear instructions guided candidates to consider the character's expressions, behavior, and body language when responding. 

Empowering Recruitment Precision: Validating Visual-Based Assessment 

Candidates attempted the text-based and visual-based items. Various competencies were derived using the Principal Component Analysis and Confirmatory Factor Analysis on the text-based and visual-based items independently. 

Further, the reliability established for the Text-based assessment was 0.74 while for the visual-based assessment was 0.89. The assessment which is primarily based on the Big Five model, validates the evidence-based character of the visual-based psychometric assessment. This established significant validity and reliability with the text-based assessments.

Why Psychometric Tests?

The incorporation of everyday situations depicted through visuals enables intuitive and genuine responses. Furthermore, the broad scope of visual assessments, allows for the inclusion of various cultural contexts, thereby increasing their cross-cultural validity. Overall, both assessments can provide better insights into individuals' personalities and traits that helps HR professionals to make informed decisions while hiring for diverse job roles and industries.