What is a Pymetrics test?
Pymetrics tests use AI to collect objective behavioural data. Companies can then use this data to assess behavioural traits, so as to make judgments about the potential of a candidate for a specific job role.
Candidates are invited to play a series of games, much like the kind of games you might find on a smartphone brain-training app. The games measure cognitive, social and behavioral attributes.
The outcomes of the games are assessed against the benchmark of traits specified as desirable for a specific organisation or a specific role within the organisation. Different roles will often favour different levels of appetite for risk (say) or altruism.
The Pymetrics test is intended as one part of the interview process. It makes use of AI and behavioural science to more fully understand an applicant’s skills and potential, to create more truly diverse and functioning teams.
It also gives applicants a chance to be assessed on potential, rather than being held back by lack of opportunity in relation to school or prior work experience.
How does a Pymetrics test work?
Pymetrics tests use data science to predict an outcome, rather than relying on human analysis. It is inherently easier to remove bias from AI.
The candidate completes a series of 12 games and engaging tasks on their smartphone, tablet or computer. It should take between 25 to 35 minutes to finish.
There are no right or wrong answers. The outcomes lead to objective judgments about a candidate’s attention to detail, appetite for risk, empathy, memory and so on.
Pymetric works with the hiring company to build a series of unique tests that will allow the organisation to collect behavioural data appropriate to the role or business, and to create an algorithm that assesses the candidate objectively against the desired set of outcomes. The recruiter is then able to assess and rank the various candidates.
A candidate will not need any prior knowledge or business experience to play the games, which last around two minutes each and can assess one of around 90 different traits.
While the games might seem reminiscent of a brain-training game, prior gaming knowledge will not confer any advantage, since the games assess behavioural traits rather than technical knowledge.
The Pymetrics tests can also be set up so that subsequent games build on the response to the previous games, known as a computer-adaptive test. In some circumstances, this could mean gradually being asked harder and harder questions. Here it usually means that based on your behaviour in previous games, you will get subsequent games which further probe and analyze specific behavioural traits.
This may also mean that each candidate faces a different version of the test, as the games will reflect their subsequent actions.
In organisations recruiting for more than one role, candidates can be matched to the role which best suits their traits, not just the one applied for. This increases the prospect of positive and diverse hiring, and can also rematch candidates to other organisations that may offer more success.
What traits does a Pymetrics test evaluate?
Pymetrics tests evaluate a candidate’s cognitive, social and behavioral attributes against a benchmark data set of ‘ideal’ traits for a specific role or organisation.
Each Pymetrics test is bespoke to the organisation and/or role, and is able to evaluate one or more of up to around 90 cognitive, social or behavioural traits. These include (but are not limited to): attention to detail, empathy, appetite for risk, decision making, focus, prioritisation, fairness, problem solving, memory and altruism.
At the end of the test the candidate receives a detailed ‘trait report’, which sets out information based on the outcomes. This includes analysis of what makes you tick, divided into categories such as social, cognitive, emotional, altruism, and trust.
The report also contains tips that may be helpful for personal development, alongside information on how your identified attributes might manifest in the workplace.
