A psychometric evaluation is used to assess a person’s skills, personality, behavior, and ability. Its purpose is to determine whether a person meets certain requirements or standards, such as whether he is a good fit for a particular job or position. It entails the use of questionnaires, the administration of personality tests, and the evaluation of a person’s educational achievements.
A psychometric assessment test is now widely used in a variety of industries and settings. It is most commonly used in the academic field for educational assessment and in the commercial field for recruitment. In the latter case, the test assesses not only the potential applicant’s psychological capability, but also his psychological compatibility with the position for which he is applying.
As a result, the test must be capable of extracting the most important types of information and providing relevant information about the subject. When used for medical purposes, such data can help determine the best next steps towards treatment.
To ensure accuracy, all psychometric assessment tests are based on organizational behavior theories and principles. As a result, they can assist businesses in evaluating their human capital, assembling the right team with the right people, and identifying weaknesses and areas for improvement. In other words, the aforementioned tests can assist them in identifying the most capable and qualified candidates.
How are the tests performed?
During a psychometric assessment, the individual is asked a series of key questions designed to assess specific factors, such as cognitive ability and personality. These questions can be divided into those that assess:
- Aptitude or cognitive ability tests
- Personality characteristics
- The use of diagrams in reasoning
- Checking for errors
- Mathematical reasoning
- Reasoning in space
- Argumentation in writing
The majority of general psychometric evaluation tests include numerical reasoning, verbal reasoning, critical thinking, and diagrammatic reasoning tests. Many commercial recruiters also use tests or questionnaires to assess a person’s teamwork ability, leadership potential, values, and competency. However, many commercial recruiters, particularly those working for large corporations, use bespoke psychometric assessment tests designed specifically for each position that needs to be filled.
This ensures that only the most capable and appropriate candidate is selected for the position.
Various test instruments and techniques are used during psychometric evaluation.
These are some examples:
Stanford-Binet intelligence test –
This is one of the oldest IQ tests used in psychometric testing, developed by French psychologist Alfred Binet.
Classical Test Theory –
This is a psychometric theory that attempts to predict the results of psychological tests.
Item Response Theory –
This theory is important in the development and analysis of tests and other psychometric measuring instruments.
Rasch Measurement Model –
A popular measurement tool for assessing a person’s latent traits such as attitude and ability.
The assessment may also include any of the five most popular personality tests, namely the:
Minnesota Multiphasic Personality Inventory –
This is the most widely used standard psychometric test among adults for measuring various personality traits.
Myers-Briggs Type Indicator –
This test categorizes people based on Carl Jung’s psychological types. It evaluates a person’s perception of the world and decision-making abilities.
Five Factor Model –
This test is based on the five major personality traits that comprise a person’s personality. Conscientiousness, openness to experience, agreeableness, neuroticism, and extraversion are the five factors.
Personality and Preference Inventory –
A psychometric questionnaire that assesses a person’s behavior and preferences by asking him to rate how much he agrees with the statements on the questionnaire.
Rensis Likert developed this test. It is an attitude measurement method. It scales responses based on how much a person agrees or disagrees with the statements on the test.
The Hyperbolic Cosine Model-
Psychometric evaluation test that measures and elaborates on a person’s responses to specific stimuli. The results of the test are compiled and translated into actionable data. When used in the recruitment process, for example, the assessment results can summarize the applicant’s job potential, competence, and ability to learn during training.
Some advantages of psychometric assessments include:
It aids in gaining a thorough understanding of a person’s personality.
Psychometric tests include a variety of questions that aid in the analysis of various personality traits, the best fit options for a candidate, and the career path they have chosen.
Psychometric evaluations are inexpensive.
One of the benefits of psychometric assessments is that they assist in providing a lot of information about a resource in a cost-effective manner without having to invest a lot of time and monetary resources, Human Resource in scheduling interviews, and also in avoiding bad investments in terms of investing in people.
Unbiased and Trustworthy opinion
Psychometric tests eliminate the possibility of personal bias and judgment in the process of shortlisting candidates. Helps to maintain a certain standard requirement by checking candidates on various parameters and providing transparent and clear results to allow for analysis.
Psychometric analysis offers a more comprehensive view and understanding of the candidate.
A psychometric analysis provides information about a person’s personality and cognitive ability that extends beyond their education. It also aids in understanding their knowledge, logical reasoning, and the best option for them and the prospective organization.
It provides additional assistance in addition to interview screening.
Psychometric assessments can be performed at any stage of the screening process and add an organization-specific standard measure to understand the candidates’ skills and abilities. They can also help in understanding if they are culturally appropriate and meet organizational requirements.
Potential Hazards and Complications
Psychometric assessments, as a type of routine psychological testing, are completely safe for all individuals who take them. Perhaps the only risk is that the results will be inaccurate or will fail to provide an accurate evaluation of the subject’s attitude, behavior, skills, and abilities.
Individuals should be given a quiet and comfortable environment to take psychometric tests in order to ensure accurate results.
Psychometric assessments are a great way to support the screening and selection process, as well as to help individuals understand their strengths and the career options that are best for them. Mercer | Mettl is the best platform which helps you with all the tests you need to take before you hire your people.