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Leaders in psychometric assessment for career and education choice
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Psychometrics is concerned with the measurement of various human abilities and attributes using various instruments, particularly questionnaires and tests. Use of psychometric tools is very popular in areas such as selection and recruitment, staff and personal development, guidance and team building to name but a few.
In the recruitment process there are a number of techniques that can be used to distinguish between applicants, however most have problems attached to them. Interviews can be governed by bias and prejudice of the interviewer, references tend to be vague and application forms are not generally filled in objectively by the applicant.
Psychometric tests are designed to be fair and objective and free from personal bias and prejudice. They allow different people to be assessed under the same conditions so comparisons can be made. You can’t compare the interview of two different people, for example, if they were not asked the same questions under the same conditions.
Although powerful psychometric tools should not be used in isolation, they are more effective when used alongside other measurement tools such as the interview and can help minimise the costly mistakes of hiring the wrong person, or otherwise making a poor decision.
There are a number of uses for psychometric testing, perhaps the most common is in recruitment and selection of staff. They are also used within organisations to identify training needs, team building and coaching among other things. Psychometrics can also be used for career guidance and personal development.
Basically psychometrics can be used in any situation where accurate measurements of skills, abilities, personality or other human factor are important before making a decision.
There are about 50 human abilities that can be tested, such as general intelligence, verbal, numerical and diagrammatic reasoning, spatial and mechanical aptitude, speed & accuracy of information processing; and well over 30 aspects of personality, ranging from sociability, tough-mindedness and anxiety, to flexibility, personal organisation and creativity. In addition tests can be used to measure things like memory, reaction time and colour vision.
It is very difficult to fake an ability test without knowing the correct answers, personality tests are a little less robust but most have built in mechanisms to detect when someone is trying to distort the results.
The Morrisby Profile is a very hard to fake, this is due to the nature of the items contained within the test. The personality aspects of the test have little face validity therefore it is very difficult to guess what the question might be measuring and to consequently give the answer you think the test giver wants to hear.
Whereas, in recruitment it may be particularly important to get as ‘high’ a score as possible to distinguish yourself from the other candidates, in career guidance the more ‘honest’ you are the more accurate and valid the results will be for you.
Yes, most tests can be used with people with disabilities. Adjustments can be made depending on the individual and their requirements.
For information on using the Morrisby Profile for people with disabilities please refer to the appropriate FAQ section or contact us on support@morrisby.com
The literature on psychometrics is very wide ranging, a search of ‘Aptitude Tests’ or ‘Psychometric Instruments’ on the internet should provide a range of sources.
There can be some apprehension to being tested, particularly for adults as they may not have been in an examination situation for some time. This is generally not a problem for those recently out of education. Good tests will cater for the affect of apprehension and anxiety. Letting the candidate know what to expect via practice materials as well as a well administered test can minimise this from occurring. Most people come out of a test session feeling positive and eager for the results.
It is not common for dictionaries to be used in psychometric testing. Calculators are sometimes permitted but it is best to check with the testing organisation first. Calculators and dictionaries are not permitted in the Morrisby Profile.
The best way to prepare for a psychometric test is to familiarise yourself with the questions you might face by completing a practice test. There are a number of practice tests available on the web, but it is probably best to get a practice version of the test you are scheduled to perform. There is a practice version of the Morrisby Profile here.
Rather than give a candidate the number of items they answered correctly their score is compared to a comparison group. This will then show the candidate how they performed compared to other people.
The groups chosen for the comparison depends on the needs of the organisation and the individual, in recruitment the comparison groups might be other people in similar jobs, graduates, senior managers etc. For guidance the general population is a common norm comparison group.
If ability tests are being used for selection and recruitment the organisation may set a score with candidates scoring above this mark progressing to the next round. Different organisations will set different ‘cut-off’ points depending on their needs.
For personality assessments there are no pass marks as no personality can be considered ‘better’ than another. Organisations may view certain personality traits as desirable for certain roles and look for candidates who possess these.
For guidance purposes there are no pass marks.