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Understanding psychometric testing
This document provides an overview of psychometric testing, which are standardized tests designed by psychologists to measure traits like cognitive abilities, personality, and behavior. Psychometric tests are commonly used in recruitment and selection to identify the best candidates for roles. They can also be used for training and development purposes. Common types of psychometric tests include personality tests, ability tests, and interest tests. Popular assessment tools mentioned include the Myers Briggs Type Indicator, 16 Personality Factors, and DiSC. While psychometric tests provide objective insights, they also have limitations like not guaranteeing on-the-job success and require trained administration and interpretation.
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Understanding psychometric testing
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- 2. OVERVIEW What isPsychometric Testing? Usefulness of Psychometric Testing Psychometric Selection Test Types Common Testing Tools Advantages & Disadvantages Myths/Realities References
- 3. 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.
- 4. 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.
- 5. 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.
- 6. COMMON PSYCHOMETRIC TEST TOOLS Myers Briggs Type Indicator (MBTI) 16 Personality Factors Sales Profile (16PF) FIRO-B Hogan Development Survey DiSC
- 7. ADVANTAGE & DISADVANTAGES AdvantagesDisadvantage 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
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- 9. MYTHS/REALITIES Myths Realities Good qualitypsychometric 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 strategic Psychometric 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.
- 10. REFERENCES E-Books LoveWorkLife. "Hiring theright person demystified: psychometrics in the digital age." March 2014 Team Focus "Preparing for psychometric tests" September 2012 Search Engines Google Websites www.personalitypathways.com/type_inventory.html www.wikepedia.org www.slideshare.com/Psychometric Test to Understand Behavior
Editor's Notes
- #7 MBTI :assessment is a psychometric questionnaire designed to measure psychological preferences in how people perceive the world and make decisions. FIRO-B : “Fundamental Interpersonal Relations Orientation, this is based on the theory that when people get together in a group , there are three main interpersonal needs they are looking to obtain - affection/openness, control and inclusion.