Designing a Psychometric Test as an HR Trainee: How Do I Ensure Its Validity and Quality?

I am an HR Trainee for my organization. My first assignment is to design a psychometric test which would facilitate recruitment in terms of finding the right person for the right job.

I couldn't help but read the entire discussion on "attitude." What I wanted to know was where the validity lies if a trainee has to design a test. It's easy to google and copy stuff from MBTI, PF 16, etc. I wanted someone to tell me if a test I design is "valid" and if it is right to compromise recruitment quality as opposed to the cost-cutting involved in hiring consultancies that conduct such tests.

A definition of psychological tests

Psychological tests are tests that can be systematically scored and administered, used to measure individual differences (for example, in personality, aptitude, ability, attainment, or intelligence). They are supported by a body of evidence and statistical data that demonstrates their validity and are used in an occupational setting.

Other forms of testing may be designed in-house and include: in-tray exercises, job sampling, team-building exercises, and structured discussions.

Training in test use

The use of tests is generally categorized by the following activities:

- Commissioning the use of tests
- Applying tests and evaluating, interpreting, and feeding back results
- Administering tests.

The individuals carrying out all or one of these tasks will need the relevant competence to enable them to perform effectively and ensure value for money from the use of tests. In addition to the skills to administer and interpret a particular test, individuals must understand what and how they are measuring if they are to use the results of tests successfully.

Establishing a policy on test use

Before using a test, users should consider:

- Whether it is appropriate to use a test at all and whether it will provide any additional relevant information
- Whether there are sufficient resources to justify the use of a test
- When used for selection purposes, that tests are relevant to the job/person specification
- At what stage tests should be incorporated into the decision-making process
- Who will choose, recommend, and demonstrate the value of tests
- Equal opportunities issues
- How the results will be used and what weight will be given to them for decision-making purposes
- What their policy will be on confidentiality
- Who will have access to the results
- How test results will be stored
- The policy and provisions for giving feedback.

Test administrators should ensure that individuals receive:

- Advance notice that they will be required to take tests
- Notice of the duration of tests and whether this is significant in interpreting results
- Adequate time to allow them to make any practical arrangements to take the tests
- Access to an appropriate environment free from interference to take tests
- Adequate information about the requirements of each test they are required to complete and the opportunity to question any arrangements before taking the tests
- Information on the arrangements for feedback.

Selecting psychological tests

Before finally selecting a test to use, which appears to be appropriate for their needs, users should ensure they receive satisfactory answers from the test suppliers to the following questions:

Issues to consider in the use of tests

Once these criteria and the decision to use tests have been taken, there are a number of issues that are important to consider if the best value for money is to be achieved from the use of testing.

These issues include:

- Feedback: Feedback should always be given unless there are good reasons why this should not be the case. Before a test is carried out, candidates should always be informed about the arrangements for giving feedback.
- Openness: Candidates should always be aware that tests will be conducted, and the procedure should be explained in advance.
- Confidentiality: Access to test results should be restricted to those with a genuine need to know. Candidates should be informed as to who will have access to their test results.
- Screening: A single test should never be used for screening purposes, although a battery of tests may be appropriate, for example, in shortlisting applicants for employment. Personality tests should never be used for screening purposes.
- Norms: Only tests for which appropriate norm tables are available should be used.

Monitoring

Tests need to be thoroughly validated, and standard tests go through statistical analyses before they can be used. So if you are thinking of developing an in-house test, you need to be careful about this issue.

Validity seems to be the prime cause of concern. Anyways, I am thinking I will apply the test on a sample of "performers" in the job. Then use it as a benchmark for the rest? I hope it makes sense.

Gayatri, the development of psychometric tests is not so simple. It's a job done by professionals. We need to remember that if the tool is not good, we may lose potential candidates. You can opt for a reliable tool instead of using invalid tests; the cost won't be much. I can assist you in validating the test if you have a tool prepared.

Regards,
Kiran

I do understand that validity is an issue. That is why I am looking out for help. I have discussed this with my boss a million times. I know there are various consultancies that go about testing. But since this is my first assignment, I guess I need to give it my best shot. The test is ready to be implemented once I have chiseled out the finer qualities.

Understood your position. Is it possible to discuss the test you prepared, including the dimensions you covered and the competencies you want to assess the candidates on?

The test is for recruitment of salespeople based on six personality traits. This is like a real simple test. Testing is based on six traits, from communication skills to interpersonal skills. There are six options like "usually, often, sometimes, occasionally, rarely, and never." Questions are in the form of statements, for example, "I like to eat alone during lunch hours." Interpretations have been derived partially from the FIRO-B method. From my perspective, it looks good. In fact, my boss has approved it too. However, the issue of validity haunts me every time I look at the test. 😕

I think the DISC profile is used by Thomas International. I wonder how much being certified in these courses costs.

There are different companies that work on DISC profiling. Thomas is one of the famous ones in India. Thomas certification costs around 12 to 15K per nomination.

Once you are certified, you can access the reports. You will be provided with an online account and also a dongle with units loaded. It's like a prepaid SIM card for mobile phones.

Dear All,

I have attended the DISC profiling training and am currently conducting the same for the members of my organization. Anyone who needs help can surely get in touch with me.

Regards,
Sunaina

I need to persuade my boss to send me for one of these certifications.

Kiran: I have described my test. That was for your reference. Kindly comment.

Sunaina: Could you elaborate on your training, please?

Praveen, please post under the relevant subject. This is a totally different issue. Please take care before posting your questions; this will help you get your answers as well.

Gayatri, I am very sorry for the delay in replying. Yes, what you said is the right process when testing salespeople. Try to list the competencies needed for a salesperson to be successful in your organization.

Does he need to be aggressive, forceful, or someone who talks a lot? Identify the required competencies and see how many you cover with your test. Then, test it on successful individuals and compare the results. It may not be completed quickly. Alternatively, you can start by testing a specific group of students in a college. Test it on a larger number of people before conducting the actual test. Remember, psychometric tests should not be the sole criteria for selection; they should support the selection process.

Wishing you the best with your test. Do not forget to update me on how it goes.

We have conducted a psychometric test applicable to both IT and Non-IT sectors (considering sales and finance). This is currently in the testing phase.

Regards,

Kiran

There is no test paper attached. It is just a format of a test. I want a psychometric test paper along with the answers.

Hello Gayatri,

I just read your query. The answer is NO. The validity of the test is a long process of questionnaire formation, designing, and then filling out those forms from the target population. Again, they are compiled, and the questionnaire is made concise. It is then sent back to the target population, and this process continues until you have a structured form of a questionnaire. It also needs to be validated by a department of psychology or a guide.

Gayatri, I would also like to add that the scale you have mentioned is not proper. Try to read some research methodology books so that you will come to know that there are different point scales. For example, Likert scale, 3-point scale, or 5-point scale, or 7-point scale. So, please check it out.

Reema

Gayatri,

If you have developed a test, the scale should also be made by you. One can't use a scale of a different test and the questionnaire of a different test. I hope I am clear. The key and answers should be of the same test. Could you inform me in my mail what is the test you want to develop?

Reema.
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Reema,

The test that I intend to develop is supposed to help in the recruitment of sales and research people in our organization. When one can go for certified tests, my boss has decided to make this my first project. I have expressed serious concerns about the validity of the test, which have fallen on deaf ears. So, if you could guide me in coming up with a decent, valid test, it would be really great!

Hi,

I am a student of MHRM and currently completing my training in HR. Could you please send me information about the management trainee test?

Thank you.