Psychometric Testing On the Edge

Source : www.ukrecruiter.co.uk

Introduction

The word “psychometric” literally refers to psycho’ - ‘mental’ and ‘metric’ – ‘measurement’, so psychometric testing is ‘mental measurement’ (Edenborough, 2010). So it’s come through human psychology which is the study of human behaviour, feelings, thoughts and those would measure with the numbers (Edenborough, 2010). Today's most of the top organizations increasingly conduct psychometric tests to identify in candidates’ the specific characteristics, aptitudes, abilities that are possible to predict a person’s success in the certain job role and for succession planning. (Kindersley, 2009).

One of the definitions is “ a standard sample of behaviour which can be described by a numerical scale or category system” (Cronbach, 1984).

As a recruiter or a selector, organizations will select psychometric testing in one of three ways;

1. To observe how often a candidate indulges in specific kinds of behaviour.
2. To discover their strengths and powers of self-observation.
3. To see how they react and handle in certain set situations.

(Miller, 2016).

Also, these tests come with multiple-choice questions and they can be administered in both on-line and off-line. The psychometric tests aim to maximize the objective of standardizing the test conditions, instructions set, timeline, content, scoring, and interpretation (Miller, 2016).

The Psychometric tests can be divided into two broad categories: knowledge-based and person-based (Rust and Golombok, 1999).

 

Figure 1.0, Main Categories Of Psychometric Tests (Rust and Golombok, 1999).

 

Criteria for Effective Psychometric Testing

A systematic study can support to understand the researches that have been conducted to declare the assessment’s effectiveness (Kindersley, 2009). The statistical measurements outlining, reliability, predictability and other factors can support to make decisions on a test, which supports to discover the what needs to be measured in the particular job (Hindle, 2009).

The testing must be non- discriminative, which no group should be impacted due to age, gender, disability, religion or race. And also the final objective must not be affected by the assessor’s personal beliefs (Jay, 2015). The test must accurately predict the real values in real situations and  the real work environment (Kindersley, 2009). Furthermore, the test must be conducted under controlled circumstances and the score must be granted under the standard marking scheme (Hindle, 2009). Also, test results should be confidential and only legitimate people should have access to those (Kindersley, 2009).

There are well reputed psychometric test suppliers globally few of them are mentioned below.

•      British Psychological Society

•      Saville and Holdsworth (SHL)

•      The Test Agency—Hogrefe

•      The Psychological Corporation

(Miller, 2016)

 

Psychometric Models

The psychometric testing is subjected to “individual differences” a major subcategory of Psychology as a science (Edenborough, 2010). There are few models introduced in testing, which support to select the right employee (Edenborough, 2010).

 

Broad Brush Measures Model

The most common personality questionnaires have a relatively large number of scales (Edenborough, 2010). The Sixteen Personality Questionnaire (16PF) characterizes itself by its 16 scales and the Occupational Personality Questionnaire (OPQ) has 32 (Edenborough, 2010). In wave, there is a four-level structure, with no less than 108 features at the most minimal level (Ungemah, 2015). Each questionnaire has the scope of produced information on derivative scales. for example, the assorted team types, indicating the typical role matched in the team (Miller, 2016).

Altogether these personality questionnaires generate large chunks of information which can analyze in several ways(Rust et al, 1999). Sometimes, it is used to crop the general portrait of the candidate which is organized under different heading to reflect the scales are organized. For example, the OPQ 32 scales can be divided in to :

•      relationships with people

•      thinking style

•      feelings and emotions

(Edenborough, 2010).

Figure 2.0- Example of dimensions from personality profile (Ungemah, 2015)

 

The Big Five Model

Another method of touching the personality aspect of psychometric is the big five model. (Edenborough, 2010). The Big Five model is also called OCEAN or CANOE, both acronyms of the five traits (Ungemah, 2015).

1.    Neuroticism

2.    Openness to experience

3.    Extraversion

4.    Agreeableness

5.    Conscientiousness

 

Figure: 3.0 –  Image of Phrenological Organs (Ungemah, 2015)

Candidates are generally described as per their level of five personality factors (Rust et al, 1999). Each factor is very distinctive, and someone might high in Extraversion and low in Agreeableness (Rust et al, 1999). So, it is necessary to measure up on all five dimensions to have the complete picture of the individual to test in Big Five model (Rust et al, 1999).

 

Conclusion

Psychometric tests are very benefitted to uncover the hidden characteristics and personalities which can not be identified in the normal interview process. Also, these tests can save a lot of time and cost, by providing the actual picture of the candidates. Since the psychometric tests are standardized, equal opportunities and fair judgements can be produced. Further, these tests can be included in any stage of the recruitment and selection process.

As some drawbacks are since these tests are computerized people can practice similar mock exams or brain dumps and familiarize with the questions. Also sometimes these test can be incompatible with different countries and their cultures. And some people can be changed from time to time so the answers that are getting from these test can be varied by the time.

 

Still in Sri Lanka, psychometric testings are not very popular and most of the companies still go through the legacy interview process. The organizations like Sri Lankan Airlines, KPMG and some private banks are now using the psychometric testing in their recruitment process. So finally, selecting the right candidate with highly motivated, highly competent and best personalities will drive the organization to maximize the profits and it’s productivity.

 

Reference

Cronbach, L., 1984. Essentials Of Psychological Testing. 1st ed. New York, United States: Harper & Row Limited.

Edenborough, R., 2010. Brilliant Psychometric Tests. 1st ed. London, United Kingdom: Pearson Business.

Hindle, T., 1999. Interviewing Skills. 1st ed. London, United Kingdom: Dorling Kindersley Limited.

Jay, R., 2015. How To Succeed In Any Interview. 3rd ed. London, United Kingdom: Pearson Education.

Kindersley, D., 2009. DK Essential Managers: Interviewing People. 1st ed. London, United Kingdom: DK Publishing.

Miller, T., 2016. Successful Interviewing. 1st ed. New York, United States: Business Expert Press.

Rust, J. and Golombok, S., 1999. Modern Psychometrics. 2nd ed. New York, United States: Rotledge.

Ungemah, J., 2015. Misplaced Talent: A Guide to Better People Decisions. 1st ed. New Jersey, United States: Wiley.