You are in a work culture where different mind sets work together. Some prefer to work individually while some can work only with the team. But it is not the employee or the employer who decide what a person can do in the company; it is eventually requirement from the client which makes the conclusion. Of course, the employees would be given preference to make their own choice. But yes, this is equally true that at times, clients would want to make the best use of the team that you have and for which they may categorize or shortlist few who have never worked with each other earlier but would be now working. To make sure there is no such awkward moment among the employees, you need to focus on changing your hiring pattern.
Know the role of psychometric test:
The focus of psychometric test is to offer the employers the right bunch of candidate who would be able to work in different working culture no matter whether they have to be a team player or an individual player. The candidate is expected to work as per the requirement more specially rather than working as per their own wish. Even if these candidate have excelling technical knowledge but it is of no use if they don’t know when and how to use it. Here are few scenarios that would justify the requirement of using such type of test.
You hire a candidate who has got excellent technical skills and abilities. He can come up with innovative ideas. But it is short temper behaviour because of which you are hesitant to even take him to a team of skilled members or even make him work individually with the client. You have not hired him with psychometric solution but if you would have, he wouldn’t have been working with you.
Imagine you are at a place where you and your team member who has performed excellent in a client project are invited. You get some work because of which, you would have to talk to other people present in the event and your employee is left along with the client. He had scope to tell about his new ideas that would have proven beneficial for the business but because of his lack of confidence he could even speak to client to even greet him. Do you think he managed to make a strong impression? Certainly not, that is when you would have understood the importance of psychometric pattern.
Imagine your team has done a marvellous job simultaneously your other team had also done splendid job. The project belonged to the same client and now he wants to shortlist some of the members of both the team and would want them to work at his location. But just because they never interacted, they don’t feel comfortable to work with one another. This could be a heavy loss.
From above scenarios, hope it is pretty much clear why not hire a person through psychometric test is crucial.