Psychometric Tests

Nowadays, it is common practice for organizations to use psychometric tests while recruiting new employees. Many organizations use psychometric tools also to identify high potential employees as well as for developmental and training purposes. Psychometrics is a multi-million dollar business. It is reported that more than 75% of the companies in the US, UK and Japan are using psychometric tests during their recruitment processes.

So, what exactly is psychometrics? Here is a quick overview:

What do you mean by psychometrics and what are psychometric tests?

The word psychometry literally means psychological measurement. Psychometrics refers to the field in psychology that is related to testing and assessment. Psychometric tests aim to measure mental abilities, skills, attitudes and personality styles.

Why do employers prefer psychometric tests?

Employers use the data gathered from the psychometric test to try and identify the unseen or unobserved aspects of an individual’s personality that may be difficult to extract from a face-to-face interview. Psychometric tests are constructed to be objective and unbiased. These tests identify the extent to which candidates’ abilities and personality style match those required for the role.

While there are many who encourage these types of assessments, there are some who do not buy into the benefits of these tests.

What are the characteristics of a good psychometric test?

A good psychometric test is expected give fair and accurate results each time it is administered. A good test must exhibit the following characteristics:

Reliability: A reliable test is one that measures a construct consistently across time, individuals, and situations. The test must produce consistent results, and not be significantly influenced by external factors.

Validity: A valid test has to measure what it’s intended to measure. If a test is supposed to measure a person’s interests, then it must clearly demonstrate that it does actually measure interests, and not something else.

Standardization: The test must be based on results from a sample population that’s truly representative of the people who’ll be taking the test. Also, a standardized test is administered the same way every time to help reduce any test bias. By using a standardized test, you can compare the results with anyone whose characteristics are similar to those of the sample group.

What are the merits of psychometric tests?

Helps to pick the right person: Psychometric tests helps matching employees’ personality with the job profile. It helps pick the person for the right role.

Unbiased approach: Unlike a face-to-face interview or an activity observed by an assessor, the tests are administered electronically, thus negating any accusation of favouritism.

Accuracy: The structure of the test is such that multiple questions are designed to measure a particular competency or a specific personality attribute. This makes the results more accurate and consistent compared with other means.

Easy to administer: Psychometric tests are easy and convenient to administer. It usually takes around 90 minutes and most of the available psychometric tests can be administered electronically and/or remotely.

Cost saving: By matching candidates to the role, organisations can be assured of greater job fit thus improving productivity and reducing employee attrition. These tests are reasonably priced and organisations enjoy discounts based on volumes.

Opportunity to reflect and review: Ideally every psychometric test needs to be followed up by a feedback session by a trained assessor. Such feedback sessions based on the candidates’ responses give an opportunity to the candidate to reflect and take corrective action. Many organisations use psychometric tools to design development plans.

What are the disadvantages of psychometric tests?

Cultural barriers: Language and context of the test may be specific to certain geographies or cultures. There is a possibility that deserving candidates may be disqualified or eliminated because of differences in linguistic and cultural backgrounds.

The sample size may not be representative:  Psychometric tests are prepared using sample population groups and the results are compared vis-a-vis this norm group. There is a possibility that the norm group may not be a representative sample of the people being tested.

Incorrect tool: There are many vendors out there and often organisations are conned into buying the non-psychometric tests or tests that have poor characteristics.

Fake answers: Another disadvantage of psychometric test is that, candidates tend to fake answers. Such faked responses may not produce an accurate result.

Trained Assessors: Administering and debriefing such tests demands that the organisation have trained assessors. Trained assessors need to have the right background in psychology, statistics and human resources. Such qualified personnel may be few and far between.

Assessment is a highly complicated process. Getting well-trained and qualified assessors may not be very easy. Psychometric tests are one of the assessment tools that can be used for selection and career development. The tests need to be evaluated for appropriateness and should be used in the right context. They are a good way of objectively assessing unseen traits. The tests results can be starting point for further discussion. HR professionals should remember that it is not a solution to hiring problems or assessments – it should be used as a means to an end.