Galdian. Psychometric assessments have their place as one small part of the recruitment process. They’re not the be all and end all and how the results are used is just as important as what they’re looking for.
I’ve heard of examples of of the benchmark being lowered and one Aussie airlines accepting candidates that their own psychometric testing disqualified in the years prior when they’ve been faced with the lack of suitable applicants. (Around the 2007-2009 time frame). Obviously this is a poor use of them. Why bother if you’re going to ignore the results?
Whether they’re used well is a very subjective assessment. Just as looking at a logbook full of ‘experience’ doesn’t tell a full story, and asking questions about the time you demonstrated great teamwork doesn’t tell the full story, psychometric testing also won’t tell the full story.
So I’m not defending the way they’re used by many airlines, I’m simply saying that they’re a tool that can be used well.