UNDERSTANDING PSYCHOMETRIC TESTINGMEASURING HIDDEN TRAITS

OVERVIEW What is Psychometric Testing?

Usefulness of Psychometric Testing

Psychometric Selection Test Types

Common Testing Tools

Advantages & Disadvantages

Myths/Realities

References

WHAT IS PSYCHOMETRIC TESTING?

These are tests, exercises or questionnaires, designed by

psychologists, which measure cognitive, behavioral and personality

constructs of an individual.

They are psychological measurements use to assess knowledge,

abilities, attitudes, education and personality traits.

USEFULNESS OF PSYCHOMETRIC TESTING

They are used for recruitment and the selection process, alongside other assessment methods to

explore the match between the candidate and the role.

To identify training and development needs.

To provide information for use in coaching.

For succession planning, to assess and develop future talent and leadership potential.

And to profile individuals and teams to assist team selection and development such as self-

awareness, understanding and team communication.

And in the workplace, to measure the performance and potential of current and future employee.

PSYCHOMETRIC SELECTION TEST TYPES Personality & Interest Test – this test attempt

to describe individuals by identifying

personality traits or type.

Ability & Aptitude Test - this usual designed

to measure individual’s performance and can

be used to access current as well as

potential performance levels.

COMMON PSYCHOMETRIC TEST TOOLS

Myers Briggs Type Indicator (MBTI) 16 Personality Factors Sales Profile (16PF)

FIRO-B

Hogan Development Survey

DiSC

ADVANTAGE & DISADVANTAGESAdvantages Disadvantage

Test is usual standardized so every candidate gets the same questions and is given the same opportunity

Some candidates do not always answer questions truthfully

Different tests can be developed for applicants, trainees and experienced employee to determined suitability for certain roles.

Does not guarantee success simply because the candidate does well. This is especially the case when assessing the candidate’s personality

Confirmation of gut feelings you may have had from face-to-face interactions - deeper knowledge of the individual.

There are a number of tests that claim to be “psychometric tests” but in fact are not. If there is a lack of training in those giving tests, they may not give job applicants the correct test

Recruiting incumbent without biasness with accuracy about his performance and behavior

MYTHS/REALITIES

MYTHS/REALITIESMyths RealitiesGood quality psychometric tools must be expensive

Psychometric tools are expensive due to the absence of competition in the market place

Psychometric testing is a transactional service Psychometric testing is a strategicPsychometric tools should only be interpreted by a psychologist

Psychometric tools can be interpreted by anyone who has had the relevant training.

If tests are objective anyone can interpret them and therefore training is unnecessary.

You need to be trained to make psychometric tools really useful.

There needs to be an additional charge for reporting.

You need only be charged once for testing

It can be used to identify bad apple. It's intended to identify valuable differences between normal, healthy people, not to identify abnormal personalities or assess morality.

REFERENCES

E-Books LoveWorkLife. "Hiring the right person demystified: psychometrics in the digital age." March 2014Team Focus "Preparing for psychometric tests" September 2012

Search EnginesGoogle

Websiteswww.personalitypathways.com/type_inventory.htmlwww.wikepedia.orgwww.slideshare.com/Psychometric Test to Understand Behavior