Psychometric testing is one of the
most popular selecting tools used by employers to identify suitable applicants
for jobs in the public and private sector (Armstrong, 2014). According to the
psychometric test guide of the Institute of Psychometric Coaching (2017), the
use of psychometric testing gives large and small organizations to know about
job seekers these days, and provide an opportunity to discover their core
competencies throughout the recruitment process.
Psychometric test can measure the
human core competencies and the strong positive abilities of a person during a
pre-recruitment stage and it gives the companies to consider and re-consider
their decision on the candidates (Reddy,2016). Consulting testes that are conducted as a part of
psychometric testes are concerned in bringing out the purposefully measured
positives of a person. According to Reddy (2016), it brings out the real views
of the candidates and the results obtained are more accurate and reliable than
the other means. Most of the Organizations use psychometric testing today for
the better prospects of the Organization and this has been equally praised and
criticized in the industry in the current world.
Psychometric testing is a mentality
measurement test which assesses intelligence or personality of the individuals
using systemic and standardized procedures which helps to predict to which
extent the employees will be successful in the job (Armstrong, 2014). The
recruitment and selection procedure present the employers with an opportunity
to identify the personality of the candidates even before they are absorbed to
the Organization (Bartram, 2004). According to the Oxford scientific
dictionary, the psychometric testing defines as the scientific study of the
human mind and its functions, especially those affecting behavior in the given
context.
Armstrong, M. and Taylor, S. (2014) Armstrong’s Handbook of Human Resource Management Practice. 13th ed. Kogan Page Limited: London
Bartram, D. (2004). Assessment in Organizations. Applied
Psychology: An International Review
Psychometric test guide, Institute of psychometric
coaching(2017) Available
at: https://www.psychometricinstitute.co.uk/articles.html (Accessed: 08th December
2018).
Reddy C.(2016)Wise Step Advantages and Disadvantages of
Psychometric Tests Available at: https://content.wisestep.com/advantages-disadvantages-psychometric-tests/ (Accessed: 07th December 2018).
7.In order to make matters simplified with regard to an appeared to be complex subject let me comment as follows:
ReplyDelete-The word “psychometric” means measurement of mind.
-Psychometric testing is used to measure several attributes including intelligence, critical reasoning, motivation and personality profile.
-Traditionally, these tests have taken the form of pen and paper, multiple choice questionnaires, but now moving into a digital realm. (Source:MichaelPage,2019).
Yes. As an example, Multi-team Air Campaign Effectiveness Simulation can be taken(ACES) which was used as a digital Psychometric testing method. ACES captures records audio and video of participants ,and participants communicate between- and within-groups through the use of microphone-equipped headsets. Up to 16 teams can play ACES at a time, and can be allocated different flight packages, weapons, and tasks. Team objectives can also be individual or related, depending on the operation. In addition, because ACES is a virtual simulation, teams can be remote (Mathieu,Cobb, Marks,Zaccaro,&Marsh,2004).
DeleteMoving on, in-depth examination of the strengths and limitations psychometric testing, with coverage of diverse methods of test development and application (Cripps, 2017)
ReplyDeleteThere are many different theories of personality and, as a result, many different types of personality tests.
Delete"These include self-report traits questionnaires and other questionnaires
that measure interests, values or work behavior. One of the most commonly accepted ways of classifying personality is the five-factor model. As summarized by McCrae and Costa (1989), this model defines the key personality characteristics"
According to Chudasama (2014) psychometric tests should be carried out by individuals trained in managing and understanding them. This can be quite costly in either training in-house staff or getting third-party experts. Thus assesing the cost of psychometric testing against the value of the role can be taken into consideration.
ReplyDeleteUse of psychological tests is superior in organizations that have a human resource (HR) specialist compared with those that do not (Hoque and Noon 2001; Wolf and Jenkins 2006). Professional guidelines about the use of psychological tests for selection purposes show very clear recommendations about general assessment issues, for example reliability, validity, norm groups, cut-scores and feedback to the applicant (American Educational Research Association)
DeleteAccording to the Edenborough, (2010) Psychometric testing is a great method to discover about people, what makes them tick in terms of capabilities, typical performances and motivations. The power of psychometrics can be helpful, to an employer, but also to you as a candidate or existing employee. However, for you to get the most out of being on the receiving end of psychometrics and produce your most bright performance.
ReplyDeleteFundamentally, psychometric assessments are scientifically established to forecast the likelihood that a candidate will be effective in a position (Mujcic 2012). The use of psychometric tests as part of the selection process has many advantages, both for the company as well as for the candidate. If employed properly and responsibly, psychometric testing can contribute to the efficiency of a company’s selection and placement process (Owen & Taljaard 1996). It permits companies to reduce biasness and errors in their decision-making procedure and allows the selection of the most suitable candidates for the vacant position (Mujcic 2012).
DeleteBefore selecting the psychometric test as an assessment tool it is necessary to consider the real requirement of the job role, skill sets and capacity of the requirement (Fernandes, 2011).
ReplyDeleteThis comment has been removed by the author.
DeleteThe professional ethics of industrial-organizational psychologists
Delete(I-O psychologists) entail that any selection system be based on a job analysis to ensure that the selection criteria are job-related. The necessities for a selection system are knowledge, skills, ability, and other characteristics known as KSAOs. US law also identifies bona fide occupational qualifications (BFOQs), which are requirements for a job which would be discriminatory were they not necessary
This comment has been removed by the author.
ReplyDeleteHi,
ReplyDeletePsychometric tests (psychometric) is also refers to mental measurement. These tests asses mainly intelligence and personality to measure variances in individual characteristics to best suit for a successful job. These tests could be done online in today’s context (Armstrong and Taylor 2014).
Yes. A version of online was released in January 2007 called the Wonderlic Contemporary Cognitive Ability Test (formerly known as the Wonderlic Personnel Test – Revised), covering questions more suitable to the 21st century; it is available both online and in printed form, while the original test is only available on paper. The Wonderlic test was built on another test called the Otis Self-Administering Test of Mental Ability
ReplyDelete