Psychometric Tests

What are psychometric tests? Psychometric tests are standardised psychological measurements of knowledge, abilities, attitudes or personality traits. Psychometric tests have been extensively used in commercial, academic and educational settings for centuries and their popularity has continued to increase. Psychometric tests work by recording a candidates responses to a set of questions, designed to measure a specific psychological construct, such as cognitive ability or personality. These psychological constructs have been found to be related to real-world outcomes, such as job performance, trainability and competence. In an employee selection setting, psychometric tests provide the ultimate insight into a candidates potential, providing a meaningful and highly valid prediction of that candidates knowledge, skills, abilities and other characteristics of good job performance. Traditionally, psychometric tests have been administered paper/pencil format, but modern psychometric tests now utilise the internet for delivery. This means that hundreds, or even thousands of candidates can be tested from the click of a button, and their data can be compiled and report automatically. Today, the vast majority of psychometric test are conducted online, leading to massive growth in the psychometric testing industry. Candidates from all job levels, from entry level staff to chief executives, psychometric tests are highly effective predictors of job performance in any role or selection process. What types of psychometric tests are out there? Generally speaking, psychometric tests for selection and assessment can be grouped into two categories, cognitive ability tests (aptitude tests) and personality questionnaires. Attitude tests are measures of cognitive ability (intelligence) and personality questionnaires measure specific personality traits (such as the big 5 personality traits). These two psychological constructs are important to employee selection as they both show meaningful correlations with job performance. Therefore scientifically valid psychometric tests, such as those sold by Test Partnership, can accurately measure these constructs, providing a predictor of good job performance to client companies. Within cognitive ability tests, a myriad of specific aptitudes can be measured and evaluated, which includes the following: 1. Numerical reasoning test 2. Verbal reasoning tests 3. Logical/diagrammatic reasoning tests 4. Error checking tests 5. Critical thinking tests Personality questionnaires are even more versatile and personality tests can measure the following variables: 1. Leadership potential 2. Team working 3. Development needs 4. Competency potential 5. Competency potential 6. Values Other psychometric tests, such as situational judgement tests draw aspects from both cognitive ability tests and personality questionnaires. As a result, many psychologists consider these exercises to be an intermediate between cognitive ability tests and personality questionnaires. Due to the plethora of psychometric tests on the market, it is always advisable to discuss psychometric testing with an expert before deciding on the utilisation of psychometric in the workplace.