Psychometric Assessment
Author: Blake Redding (Senior Consultant: Livingstones Australia) What is Psychometric Assessment?
In an organisational setting, psychometric assessment refers to the process of measuring a person’s cognitive abilities and personality or behavioural style. The assessments employed in this process are powerful tools for the selection, development and management of people as they provide a comprehensive insight into the test taker’s individual traits, abilities, preferences and behavioural tendencies.
Why would I use psychometric assessment?
Research has highlighted that the combined approach of testing cognitive ability and personality style is the most effective way to identify people who have the best fit with their position and the organisation. Some of the key benefits of employing psychometric assessment include:
Why would I use psychometric assessment?
Research has highlighted that the combined approach of testing cognitive ability and personality style is the most effective way to identify people who have the best fit with their position and the organisation. Some of the key benefits of employing psychometric assessment include:
Wide applicability of information. Psychometric assessments provide an overview of the test-taker’s potential, rather than skills that have been acquired retrospectively. Information obtained from these assessments are therefore used for a variety of reasons, including:
o enhancing decision making for selection and promotion
o aiding management to increase employee motivation
o identifying people’s professional development needs
o succession planning
o leadership development
o team development.
Improved efficiency of the recruitment process. Psychometric assessments are a cost effective way of identifying suitable applicants in the initial stages of the selection process, thereby reducing the time and money spent on unsuitable candidates. Candidates’ results can further help to identify target interview and reference check questions.
Improved objectivity and fairness of the recuitment process. Recuitment with psychometric assessments is an objective, fair and non-discriminatory process. This results in more informed recuitment decisions, based on objective information, which is legally defensible in court.
Improved effectiveness of the recruitment process. Psychometric assessments are one of the preferred methods of selection, due to their superior ability to predict performance. Thus, organisations are more equipped to choose the right candidate the first time.
Improved organisational productivity. Research suggests that the difference in production between a good employee and an average employee is worth half of that individual’s salary. The same difference exists between an average employee and a poor employee. Thus, recruiting the right employees is critical for business success.
Improved organisational performance. Benefits of using psychometric assessments for selecting and developing staff, that have direct financial consequences, include better individual job satisfaction, decreased staff turnover, increased staff loyalty and trustworthiness, better team cohesion and morale, and better organisational culture.
Tips for using psychometric assessment
There is much to consider when deciding whether psychometric assessment is a valid option for particular organisational need. The 10 tips below may be useful when trying to identify if, and how, psychometric assessment is the right choice for an organisation.
1. Check validity by asking: 2. Ensure relevancy of norm groups Nationality English second language Cultural considerations Job-level
3. For a personality or attitude assessment, does the assessment check response styles, such as faking good?
4. If wanting to use psychometric assessment for selection, only screen employees by using assessments intended for selection
5. In a selection context, provide candidate feedback after the selection decision is made
6. Use psychometric assessment as part of the selection process, not a standalone tool 7. Manage psychometric assessment results with utmost care and confidentiality
8. Refer to psychologists, trained professionals or reputable research when deciding which assessments to use
9. Although clinical tools for selection have a place, ensure appropriate advice is sought regarding this practice
10. Ensure people can complete psychometric assessments in a quiet and suitable location
Where to find more information
Livingstones’ Psychologists employ a broad range of psychometric assessment tools, which are selected on the basis of an individual client’s need. Livingstones’ suite of assessment tools are business-focused and possess best practice levels of validity and reliability. More information can be found at our website http://www.livingstones.com.au/. Labels: Psychometric Assessment
|