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Psychometric tests are basically tools for measuring the mind and are frequently used by employers as part of their selection process.
Psychometric Test
The British Psychological Society defines a psychometric test as ‘an instrument designed to produce a quantitive assessment of some psychological attribute or attributes’.
Employers believe that such tests considerably assist them in providing an accurate assessment of whether an individual is able to do the required job and whether the person’s character is suited to the work. The meaning of the word ‘metric’ is ‘measure’, and ‘psycho’ means ‘mind’.
Psychometric tests have existed since the turn of the 19th century, although attempts to measure the differences between the psychological characteristics of individuals can be traced back to Hippocrates around 400 BC, who attempted to define four basic temperament types optimistic, depressed, irritable, and sluggish.
Career and Psychometric Test
In the last 25–30 years, psychometric tests have been brought into widespread use in industry because of the need by employers to ensure they place the right people in the right job from the outset. One of the main reasons for this in today’s competitive world of tight purse strings, cost-cutting and low budgets is the high cost of errors, including the need to readvertise and reinterview new applicants, and reinvestment in training.
There can also be serious difficulties involved in dispensing with the services of someone who has just been hired, especially if a contract has been signed. Furthermore, if a new recruit causes personality conflicts within a team or department, this may lead to unrest between other members of staff with the result that the team may underperform.
Although an organization will not found its entire decision on the basis of an individual’s test results, the use of psychometric testing in selection is now well-established and can be used to provide objective information about different areas of a candidate’s skills, for example, the extent of their knowledge, motivations, personality, and potential.
The two main types of psychometric tests used are personality questionnaires and aptitude tests. Aptitude tests are designed to assess a person’s abilities, and personality questionnaires help to build up a profile of an individual’s characteristics and personality. It is important that such tests are evaluated in tandem with each other as it does not necessarily mean that if a person scores well in an aptitude test that they will be suited to the job, as, whilst you may be good at doing something, you may dislike it intensely, and success in most tasks depends on your personal qualities and your attitude.
Psychometric Test and Personality test
Personality refers to the patterns of thought, feeling, and behavior that are unique to every one of us, and these are the characteristics that distinguish us from other people. Our personality implies predictability about how we are likely to act or react under different circumstances. In reality, of course, nothing is that simple and our reactions to situations are never so predictable. In many ways, the word ‘personality’ defies a simple definition, so broad is its usage.
In addition to heredity, many psychologists believe that critical periods exist in personality development, and these periods are when we are most sensitive to a particular type of environmental event, for example when we are developing our understanding of language and how well our basic needs are met in infancy, which can leave a permanent mark on our personality. Very loosely, therefore, a personality test is any device or instrument for assessing or evaluating personality.
Although personality questionnaires are usually referred to as tests, this can be misleading as they do not have pass or fail scores. They are designed to measure attitudes, habits and values, and are not usually timed. Sometimes these questionnaires are incorporated into the employer’s application form and sometimes they are used during the second stage procedure.
Psychometric Test Online
The latest trend in psychometric testing is ever more towards online testing. This will enable, or even require, candidates to complete and submit their test in advance of being shortlisted, thus enabling the employer to have the results in advance of the interview. Candidates will have ample opportunity to practice on similar tests in the coming months and years as sample tests proliferate on the internet.
Read more: https://en.wikipedia.org/wiki/Psychometrics