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Readers' Topics
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Psychometric testing - an informed choice
Uses of psychometric tests and advice for test users
Readers' Topics
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LCP Newsletter
Greetings! 

In this issue we will try to help you through the jungle of psychometric testing because with hundreds of tests and profiles on the market it can be confusing to know which to use and for what purpose. 
 
The articles here are adapted from an e-library resource we wrote for 'Alchemy for Managers' which aims to support line managers in their day-to-day work.  If you are interested in finding out more or signing up for a free trial click here.
Psychometric testing - an informed choice
 performance management
Psychometric testing is usually about finding how good or successful someone is in a particular skill area, for example, verbal or numerical reasoning. By contrast, psychometric profiling is more often used when we are talking about  "building a picture" of a person or group in terms of their characteristics and preferences such as personality traits or occupational interests.
  
Psychometric assessment often describes the use of tests, profiles or a combination of measures to gauge a wider aspect of the person, for example their suitability for a particular job:- a role involving the resolution of customer's billing complaints in a call centre may require excellent numerical reasoning ability AND an ability to work accurately and fast with detailed information AND an outgoing personality. A well designed assessment process can look at an individual's suitability for this role against all these aspects, prioritising or "weighting" them as necessary.
 
With hundreds of psychometric tests and profiles on the market, some well-known and some very obscure, even the professionals can get lost in the jungle of names, types and variants of tests. There are, however, a few basic characteristics that can help us see the wood for the trees.
 
What they measure
 
The first main difference is in what the test is designed to measure or assess - personality, ability, thinking styles, etc. The better, more accurate tests, tend to be carefully designed to measure only one characteristic at the time, and it should normally be clear to both test user and test taker what that characteristic is.
 
How they measure it
 
The second area of difference is in the nature and structure of the questions or items to be addressed. These can vary from a set of problems to be solved, with only one right answer for each (as in many ability tests), to choosing between two or more alternatives - words, phrases, pictures, etc - based on your liking or preference for what they represent, and with no right or wrong answers, (as in many personality profiles). These are just two of many different possibilities, and a well-designed test will provide thorough guidance and instructions about how to answer the items and often a couple of examples to work through to check understanding.
 
How the test is completed
 
The third main difference, particularly in recent years, is in how the test is delivered and completed. This may be traditional "pencil and paper", input to a handheld electronic device, online entry on the internet, or other ways. Each has its advantages and drawbacks, for example accessibility, cost, the need for travel, level of security, and so on. Similarly, there are an equivalent number of methods for processing the answers and calculating the scores and results, and for reporting out these results. 
 
How the results are reported
 
The last main difference, and the source of much confusion, is in what the test data are compared with for the purpose of reporting the results. The results may compare the person's ability or preference against a known group of other people to give some sort of "standard" that can be compared at different times and for different people. This is known as "normative" or using "norms".
 
Alternatively, they may compare, say, an individual's preference for reading against his/her preference for active leisure pursuits, but without comparing either of these with the strength of other people's interests in the same things. This is described as an "ipsative" type of test. Both approaches - along with some that are a mix of the two -  are equally valid for their particular uses and purposes.
 
The main test categories
 
Ability and aptitude tests
 
Ability and aptitude tests are designed to measure an individual's performance and can be used to assess current as well as potential performance levels. The two most commonly used are verbal and numerical reasoning tests.  
  
Other categories of ability and aptitude tests include:
 
Diagrammatic;Clerical;Spatial and Mechanical 

 
Personality profiles
 
These attempt to describe us by identifying our personality traits or type. They are based around an underlying theory (model) of the characterisitics
that make up personality, and as there are several different theories about personality, there are several kinds of profile.
 
Personality profiles based on trait theory can include such paired opposites as extraversion and introversion, tough-minded or gentle, practical or theoretical. They are usually measured on a scale that bridges right across between the two extremes, and these scales are designed to provide consistent and accurate comparisons between individuals and against the scores for various sample groups.
 
Profiles based on type theory, Myers Briggs Type Indicator (MBTI) for example, have a different slant on personality, with again a small number of fundamental characteristics, but here the emphasis is on measuring your preference to act or behave, think or feel, in a particular way - whether or not you actually live out those preferences in your day-to-day life.
 
Unlike ability and aptitude tests, personality profiles do not have right or wrong answers and generally produce more than one score based on a scale or dimension of personality providing an overall profile.  The profile is then used as a basis for interpreting how an individual is likely to behave in different circumstances.
  
Interests and values inventories 
 
Interests inventories assess an individual's likes and dislikes.  For example, a career interest inventory will explore an individual's interest in different work themes or areas which can help them to decide which careers would suit them best.
 
Values inventories assess what an individual self-reports as important to them and are particularly useful for exploring perceptions and personal views which can be helpful in career counselling, training, coaching and succession planning as they can help to predict future job satisfaction. 

Our consultants are accredited by the British Psychological Society to use a number of well-know psychometric tests and profiles and if you would like to find out more please contact us at
[email protected]

 
Uses of psychometric tests and advice for test users
 
If they are well chosen, psychometric tests can provide a standardised method for assessing individuals or teams in a work, educational or clinical setting.  In an occupational context, psychometric tests are used as an aid to employee selection and development and are popular because they can add some objective measure of performance. 
 
However, it is important to note that no test is 100% reliable and tests should always be used in conjunction with other assessment methods such as an interview.  The British Psychological Society in their 'Code of Practice for Psychological Testing' advise that tests should always be used alongside other assessment methods.
 
Psychometric tests at work are used in a variety of settings and some common uses include:
 
Recruitment and Selection
Psychometric testing is often used as part of the recruitment and selection process alongside other assessment methods to explore the match between the candidate and the role.
 
Assessment and Development Centres  Psychometric tests can be used as part of a multiple assessment process where a number of candidates are brought together with a team of assessors to explore their suitability or development needs for a certain role or promotion.
 
Coaching
Coaches use psychometric instruments to help an individual understand their strengths and development areas in order to facilitate personal learning and growth.
 
Career Guidance
A variety of psychometric tests, such as interests and values inventories, can be used to help an individual consider their preferences for future career decisions.
 
Team Development
Psychometric tests can be used in team training and development to enhance self-awareness, understanding and team communication.
 
Succession Planning
Psychometric tests can be used as part of the assessment and development of future talent and leadership potential.
 
Advice for test users 
 
Don't be tempted to cut corners and use illegal copies of tests and materials; stick within the contractual and licence agreements. There are so many psychological tests on offer; it can be hard to know where to start looking. 
 
The most important starting point in choosing a test is to know what needs to be measured and why?  Once this is clarified you can consider whether or not a psychometric test is the best way of measuring it, if so, it is useful to compare a number of test providers to see which tests best suit your needs.  The British Psychological Society has a list of accredited test providers with test reviews on their website http://www.psychtesting.org.uk
  
Good psychometric tests are based on established psychological theory, rigorous development and extensive research. Test providers should always be able to provide you with information about the test's intended use; how it is administered; what norms and reference groups it uses; (Note: This is particularly important as you do not want to assess your senior management team against a group of young school leavers); it's validity and reliability.  They will also be able to provide you with information on whether or not it is available in different languages.
 
In the UK, most test providers will only sell their tests to accredited users to ensure their tests are administered and fed back in a competent way.  The British Psychological Society accredits people at two levels of competence; Level A is the 'Certificate of Competence in Occupational Testing' and Level B is the 'Certificate of Competence in Personality Assessment'.
 
The Chartered Institute of Personnel and Development (CIPD) recommends that organisations using psychometric testing should establish a clear company policy which states the criteria for using psychometric testing, the process for selecting tests, how tests are administered, how test information will be stored and who will have access to the results. Having such a policy in place will help to ensure your organisation sticks to best practice and complies with legal guidelines regarding discrimination and data protection.
 
For a glossary of terms relating to psychometric testing click here 
 
 
 
 


Learning Consultancy Partnership provides bespoke coaching and development solutions to meet the specific needs across all levels of an organisation.
 
To find out more, please visit our website at http://www.lcp.org.uk.