Understanding Psychometric Tests: How Do They Work and How Can We Evaluate Candidates?

Dear All,

Thanks for the support given for my post. I request my forum members to elucidate the following points: What is meant by a Psychometric test? Is there any test format available for this? Also, how to evaluate the performance of the candidate by this test?

With regards,
Trisha
A True HR Professional

Dear Trish,

Greetings!

Psychometric testing is recognized as a vital component in improving organizational effectiveness through the development of individual, interpersonal, and team competencies. Organizations use psychological tests as part of the selection process - recruitment, redundancy, promotion, and for developmental purposes such as career guidance and counseling, personal or team development, and succession planning. To better understand the factors that predict the best performers, testing can be used to identify common qualities among successful employees in a job category, so that those qualities can be evaluated and trained for.

For a sample Psychometric Test, you can visit http://www.psychometric-success.com/ or http://www.psychometricadvantage.co.uk/.

Regards,
John N

Hello Trisha:

What is meant by Psychometric test? Is there any test format available for this? Also, how do you evaluate the performance of the candidate by this test?

If you send me an email and request "Testing and Assessment: an Employer's Guide to Good Practices," I'll send you the "Testing and Assessment: an Employer's Guide to Good Practices" from the Employment and Training Administration of the U.S. Department of Labor, 1999.

Bob Gately
gately@csi.com

Hello everyone,

I believe that Trisha has found out the definitions of psychometric tests by now. But all the same, I have a sample of the psychometric test that Trisha would like. Please review this.

Psychometric tests are designed to provide a consistent and effective measure of people's traits, abilities, skills, and interests. The ability to measure these characteristics enhances decision making during recruitment and selection, individual and team development, organizational change and career directions.
Psychometric tests can be used to:
Predict job performance
Resolve conflict
Improve communication
Make career decisions
Identify training needs

Hi all,

I work for Belbin, managing publishing and liaising over copyright, etc. I just thought it worth a post or two about our Self-Perception Inventory. Self-scoring methods of the test are unfortunately infringements of copyright and should not be used, particularly not passed on. The ones above were flagged up to me by our legal department, and I'll be asking the website hosts to take them down. This is better than letting the legal department have free rein, but that sometimes has to be our resort to protect our intellectual property.

The profiles are, of course, a useful resource, and we don't want to block people from giving them a try. If any of you would like to give the sanctioned online version a go, do email me (gytha@belbin.com) and reference Cite HR. I'll then set you up a free demo.

What may possibly also add usefully to the discussion - Belbin Reports aren't a psychometric as such since they look at behavior in a team and not at personality. So rather than produce a profile of what someone is internally, we provide an analysis of how they behave in a team, preferably with observation from colleagues as well.

I hope this helps! :)