Student -hr
Parag Bhatt
Business Consultancy
Psychologist/outbound Trainer
Ob Specialist
Management Student

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Hi, Can any one tell me the reliability of psychometric testing. Because it is very subjective. In the process of recruitment when used how is it evaluated. Regards Vanita
From India, Mumbai
Hi Vanita,
Psychometric assessment provides employers with an objective and unbiased measure of all things that underlies an individuals performance and fit to a role and organizational culture that can not be assessed accurately by other means.
If used in conjunction with traditional recruitment methods of assessment such as resume screening, interviews, skill testing and reference checking, psychometric assessment provides important information that can be particularly helpful in making right hiring decision.
Warm regards
Sujeet Kumar
Strategists: HR, Training & Development
Oscar Murphy Life Strategists Pvt Ltd.
Cell No: 9342504365

From India, Pune
Dear Vanita,

Question of reliabilty does not come at the time of recruitment. It is a step in test standardisation.
Test standardisation has following components:
1. Item specification/collection,
2. Mode of test administration,
3. Item analysis and item selection,
4. Reliabilty estimation,
5.Validity estimation and
6.Norm estimation.
These are technical information about any test which help a user to decide whether or not to use the test.

From India, Delhi
Hello Vanita:
>Can any one tell me the realibility of psychometric testing.
Because it is very subjective. In the process of recruitment
when used how is it evaluated.<
The following coefficients are from the publication "Testing and Assessment: an Employer's Guide to Good Practices", Employment and Training Administration, U.S. Department of Labor, 1999,
Reliability coefficients
0.90 and above, excellent
0.80 - 0.89 good
0.70 - 0.79 adequate
0.69 or less, may have limited applicability.
Validity coefficient value interpretation
0.35 and above, very beneficial
0.21 - 0.35 likely to be useful
0.11 - 0.20 depends on circumstances
0.10 or below, unlikely to be useful
Does this help?

From United States, Chelsea
Dear Robert,
Nice to post the reliabilty and validity ranges. But different reliabilities have different implications and different valididies have different implications. So will you please name the reliability and validity whose estimations you have posted?

From India, Delhi
Hello Jogeshwar: I quoted were from the report I mentioned. Could you be more specific? Bob
From United States, Chelsea
Psychometric Tests are best used for development puropse. If you want to use them for recruitment then it is better to use the same in conjuction with interview or other data as mentioned by Sujeet.
Mamta Kapoor (Psychologist)

From India, Panipat
Dear friends,
Robert-Thanks for your query. I am a bit busy now. I shall be leading to you what I exactly mean.
Mamta-Happy to meet you. I am too a psycholgist. You are right. After all now we are having experience of about 1 and a 1/4 century in testing. But what I find here that some want just a quick jump which is not possible.

From India, Delhi
Dear Robert,
Reliability- Following are the names of reliabilties.
1.Test-retest reliabilty,
2.Alternative form reliabilty,
3.Split-half reliabilty,
4.Kuder-Richardson reliabilty
5.Hoyte's reliabilty and
6. Interscorer reliabilty.
Which reliability you mean?
The following are the names of validities:-
1. content validity,
2.Criterion related validity,
3.Construct validity,
4.Concurrent and predictive validity,
5.Convergent and discriminant validation,
6.Factorial validity and
7.Cross validatioon.
Of courese, every type of validity can not give values -1to +1. But will you please specify which validity you mean?

From India, Delhi
Dear Mamta and Jogeshwar..
Wel m too a budding psychologist in the field of organizational behavior particularly.
Well m doing a project on psychometric testing and wanted to know specifically some details about MBTI , 16PF and Firo- B ( 3 tests)
1) Can these tests be used for recruitment and selection purposes?
2) At what all levels ranging from technical executives and middle management to senior management ?
3) Where can these tests be procured/ bought by an organization ?
4) what are the cost/damages involved in using these tests ?
5) Is it better to use a consultant to do testing for the organization or organizations should buy the test and then use and interpret themselves (if trained professionals are avalibale in the organization )
Plz help me clarify above queries.
thanks for your support . Would be looking upto u guys are my seniors :D ...
yipee m so gald to have support...of senior psychologists!!!!!
thanks a ton,
With Regards,

From India, Bangalore

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