Psychometric testing can objectively assess "hidden" traits.
Measuring attributes like height, weight, and strength is reasonably simple. These are all physical and observable traits that you can assess objectively. But what about factors that aren't so easy to measure?
Traits such as personality, intelligence, attitude, and beliefs are important characteristics to measure and assess. Whether you're hiring people, helping team members understand themselves and their relationships with others, or trying to figure out what you want to do with your life, it's useful to assess these types of "hidden," less obvious attributes.
One way to gather this information is through psychometric tests. The article looks at what psychometric tests are, what they measure, and how they can help you in both recruiting staff and developing you career.
Psychometric tests include personality profiles, reasoning tests, motivation questionnaires, and ability assessments. These tests try to provide objective data for otherwise subjective measurements.
For example, if you want to determine someone's attitude, you can ask the person directly, observe the person in action, or even gather observations about the person from other people. However, all of these methods can be affected by personal bias and perspective. By using a psychometric test, you make a more objective and impartial judgment.
Since objectivity is key to using these assessments, a good psychometric test provides fair and accurate results each time it's given. To ensure this, the test must meet these three key criteria:
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. You can't realistically test every working person in a country. But you can test a representative sample of that group, and then apply the results to the specific people whom you 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.
Psychometrics is the study of educational and psychological measurements. The adjective "psychometric" is used to describe psychological tests (typically those used in educational and occupational settings) that are standardized as well as proven to be reliable and valid measures of areas like personality, ability, aptitude, and interest.
Beyond these criteria, effective psychometric tests must be relevant to the modern workplace. Before using one of these tests, make sure the test has been validated and updated recently.
Psychometric tests can measure interests, personality, and aptitude.
Psychometric tests can help to make personnel and career-related assessments more objective.
These tests also save a great deal of time. They're typically very easy to administer, and they can be given to a group of people easily. (Some other types of assessments must be given individually.) Psychometric tests are also easily scored, so results come back quickly and reliably.
Many of these tests are completed using software programs, and some can even be completed online. This, again, provides a time advantage, and it can reduce costs significantly compared to other methods. People can take the tests from anywhere, and the results are accurately scored each time.
There are costs involved in purchasing tests as well as in hiring or training someone to administer and evaluate them. It's important to consider these costs against the advantages that the tests may bring.
Psychometric tests can be used for a variety of purposes. Some of the most common uses are as follows:
Remember to keep psychometric testing in perspective. These tests are only one of many different types of assessments that you can use in recruitment and career development.
Assessing and appraising people is a highly complex and subjective process, and psychometric tests are a good way of objectively assessing people's "hidden" traits.
From recruitment to long-term career development, these tests provide a great deal of reliable information to make important personnel decisions. If you use the tests, ensure that they are appropriate for you needs, and that they've been rigorously evaluated.
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