A standardised test designed to assess a job applicant's personality, cognitive abilities, behaviour, and aptitude, has been introduced in the public service recruitment process, as the government looks to enhance service delivery by improving efficiency and ensuring high-quality public service. ALSO READ: Why e-recruitment should serve all Psychometric tests are a standard and scientific method used to measure individuals' mental capabilities and behavioural style. They evaluate psychological characteristics such as personality, intelligence, decision-making, problem-solving, analytical skills, and time management, and, according to officials, they will prioritise a candidate’s suitability over academic qualifications alone. The test is also expected to encourage universities in the country to teach market-driven skills, reinforce problem-solving abilities in the workforce, and help government agencies select candidates with strong decision-making and reasoning skills, officials said. ALSO READ: Rwanda to digitise public service recruitment Parfait Jimmy Intwali, the Public Service Modernisation Analyst at the Ministry of Public Service and Labour (MIFOTRA), said: “These [psychometric] tests will enhance service delivery by improving efficiency and ensuring high-quality public service. Designed to meet international standards, they position Rwanda’s workforce on a global scale. They will also encourage schools to equip students with critical thinking, problem-solving, and decision-making skills, key competencies for a rapidly evolving economy. “By fostering a culture of quick thinking and adaptability, the initiative aligns with Rwanda’s development goals, ensuring that future professionals can meet the demands of a fast-paced, modern economy. This initiative will not only accelerate decision-making processes but also prepare Rwandans to compete at an international level.” Unlike previous written tests, the psychometric test is fully digital and can be taken remotely through the e-recruitment system. Candidates need to be in a quiet place, and have a computer with a camera and a stable internet connection, to participate, said Darius Mico, the ministry’s chief digital officer. Mico said: “The system randomly selects 21 questions from a large pool of questions, ensuring that no two candidates receive the same set. Each question has a time limit, and once submitted, answers cannot be changed. For applicants applying for the same position, specific questions are tailored to the role but presented in different ways.” To maintain the integrity of the process, the system monitors candidates through webcam. If a candidate moves out of the camera’s view, the test will automatically close, indicating that they are cheating on the test, said Mico. According to Article 7 of the presidential order on public servant recruitment, candidates must score at least 50 per cent to proceed to the next stages, including the written test and interview. Those who fail the test are disqualified from further steps in the hiring process. Unlike traditional written exams, as noted, the system immediately provides results, ensuring a quick and transparent process. Candidates who pass the test have their results stored in the system for one year, meaning they do not need to retake it when applying for similar positions. While the psychometric test is mandatory for most applicants, it may be excluded in certain cases, depending on the nature of the position and with approval from the public institution overseeing recruitment. Additionally, candidates with disabilities who require special conditions during the examination process can specify their needs during registration. The system will accommodate them accordingly, officials explained. Will psychometric tests solve challenges such as corruption, skill mismatches, and concerns about transparency and fairness, as often highlighted by reports from the National Public Service Commission, the Ombudsman’s office, and Transparency International-Rwanda? ALSO READ: Public institutions challenged to improve service delivery Some people acknowledge that the new tests are a tool to assess and predict potential in employees, but also reason that they are not a perfect solution and have limitations. Annalyse Kaneza, a university graduate who initially failed a psychometric test but passed on her second try, has doubts. She said: “I applied for a corporate position that required completing the psychometric test, which includes questions asking candidates to select statements that best describe themselves. Despite feeling that my resume closely matched the job requirements, I did not pass the test. “This left me wondering whether my personality truly didn't align with the role or if, perhaps, I should have tailored my responses to better reflect what I assumed the company was seeking. Reflecting on my answers, I realized I may have emphasized personal goals over teamwork or analytical thinking over being people-oriented. I retook [the test] after doing enough research and practicing to better understand how to present myself in a way that also resonates with potential employers. But I don’t really think it plays a huge role because at the end of the day someone can answer the questions depending on what the company wants to hear while it doesn’t match their real personality, and once in position they mess up.” Donatilla Kanimba, the Executive Director of Rwanda Union of the Blind (RUB), explained that visually impaired individuals often struggle with e-recruitment tests due to lack of built-in accessibility features. She said: Even the first e-recruitment system is not accessible to us, and I don’t think this will be any different. When taking the test, we always have to get a screen reader to assist us, meaning we dictate our responses while they type for us. The screen reader, who can see, does not always give us the full details as written. Personality and ability are never in question for blind individuals. The test itself is not a limitation, but how accessible the system is will determine our success.” VIDEO: Dr. Donatilla Kanimba: A journey of resilience and advocacy for the visually impaired The ministry of public service introduced an e-recruitment process in public service, in 2016, as part of the government’s efforts aimed at improving efficient service delivery in public service. Kanimba emphasized the urgent need for improvements in e-recruitment platforms to ensure inclusivity, enabling visually impaired individuals to compete on an equal footing.
