Why is psychological testing important in the workplace?

Psychological testing for employment brings a number of benefits to organizations during the candidate selection process. Some of the main benefits of psychological testing during the recruitment process are:

• Objectivity and standardization: Psychological tests are standardized tools that provide objective data about candidates. This means that each candidate is subjected to the same conditions and the same questions, which helps in comparing their results and making fair hiring decisions.
• Measuring different aspects: Psychological tests allow for the assessment of various aspects of a candidate, including intellectual abilities, personality, motivation, emotional stability, and skills.
• Reducing subjectivity: Subjectivity in the candidate selection process is eliminated. Hiring decisions no longer depend only on the interviewer's impression or instinct, but are based on concrete test results.
• Identifying the best candidates: Psychometric tests help employers identify candidates who best fit the needs and requirements of the job. This can result in better long-term employee retention and reduced attrition rates.
• Speed and efficiency: Psychological testing can speed up the selection process, allowing faster evaluation of candidates and decision making. This is especially important in situations where it is necessary to quickly fill a specific position.
• Reducing selection errors: The use of psychological tests helps reduce the likelihood of errors in the selection of candidates. Employers have better information about candidates, which reduces the risk of bad decisions.
• Improving the working environment: The use of psychological tests helps reduce the likelihood of errors in the selection of candidates. Employers have better information about candidates, which reduces the risk of bad decisions.

According to the Croatian Law on Psychological Work, standardized psychological tests for work are protected psychodiagnostic means. Therefore, tests used to evaluate candidates for a specific job cannot be found on the Internet, i.e. it is not possible to find them in free use, and job candidates cannot use them in a legal way before solving the actual psychological test for the job.