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Psychometric Tests
What is a psychometric test?
Aim to measure aspects of your mental
ability, aptitude or your personality
Used as part of the recruitment or selection
process
Provide employers with a method of
selecting the most suitable job applicants or
candidates for promotion
Used by 80% of Fortune 500 and 75% of
Times Top 100 companies
What do psychometric tests
measure?
How well you work with other people
How well you handle stress
Whether you will be able to cope with the
intellectual demands of the job
Your personality, preferences and abilities
Most do not analyze your emotional or
psychological stability
Best match of individual to occupation and
working environment
What types of test are there?
What are they used for?
Psychometric tests
Selection &
Recruitment
Career
Progression
A psychometric test should be:
Objective:
The score must not affected by the testers' beliefs or values
Standardized:
Must be administered under controlled conditions
Reliable:
Must minimize and quantify any intrinsic errors
Predictive:
Must make an accurate prediction of performance
Non Discriminatory:
Must not disadvantage any group on the basis of gender, culture,
ethnicity, etc.
Some of the popular psychometric
tests are:
16 PF
MBTI
OPQ32
Thomas Personal Profiling System
Gordon’s Personal Profile Inventory
Rorschach Ink-Blot Test
FIRO-B
Picture Frustration Test
Thematic Apperception Tests (TAT)
For more information:
BOOKS
Anastasi Anne, Urbina Susana, Psychological Testing,
Pearson Education, 2003.
Mcshane S, Glinow A M, Sharma R, Introduction to Organization
Behavior, Tata McGraw Hills, 2006.
E-Books
D.Constantine-Simms,
Everything you need to know to pass psychometric tests.
Magazines
HRM Review February 2007
Websites
http://www.teamfocus.co.uk/different_types_of_psychometric_tests.htm
http://changingminds.org/disciplines/hr/selection/psychometric.htm
http://www.personalitypathways.com/type_inventory.html
http://en.wikipedia.org
www.humanmetrics.com
http://www.opp.co.uk

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  • 2. What is a psychometric test? Aim to measure aspects of your mental ability, aptitude or your personality Used as part of the recruitment or selection process Provide employers with a method of selecting the most suitable job applicants or candidates for promotion Used by 80% of Fortune 500 and 75% of Times Top 100 companies
  • 3. What do psychometric tests measure? How well you work with other people How well you handle stress Whether you will be able to cope with the intellectual demands of the job Your personality, preferences and abilities Most do not analyze your emotional or psychological stability Best match of individual to occupation and working environment
  • 4. What types of test are there?
  • 5. What are they used for? Psychometric tests Selection & Recruitment Career Progression
  • 6. A psychometric test should be: Objective: The score must not affected by the testers' beliefs or values Standardized: Must be administered under controlled conditions Reliable: Must minimize and quantify any intrinsic errors Predictive: Must make an accurate prediction of performance Non Discriminatory: Must not disadvantage any group on the basis of gender, culture, ethnicity, etc.
  • 7. Some of the popular psychometric tests are: 16 PF MBTI OPQ32 Thomas Personal Profiling System Gordon’s Personal Profile Inventory Rorschach Ink-Blot Test FIRO-B Picture Frustration Test Thematic Apperception Tests (TAT)
  • 8. For more information: BOOKS Anastasi Anne, Urbina Susana, Psychological Testing, Pearson Education, 2003. Mcshane S, Glinow A M, Sharma R, Introduction to Organization Behavior, Tata McGraw Hills, 2006. E-Books D.Constantine-Simms, Everything you need to know to pass psychometric tests. Magazines HRM Review February 2007 Websites http://www.teamfocus.co.uk/different_types_of_psychometric_tests.htm http://changingminds.org/disciplines/hr/selection/psychometric.htm http://www.personalitypathways.com/type_inventory.html http://en.wikipedia.org www.humanmetrics.com http://www.opp.co.uk