Newest trends in psychometric testing
Did you know psychometric testing can improve your chances of successful recruitment?
In the past, emphasis was often placed on fitting the job to the worker. The job description could be “altered” to suit the employee, promoting employee morale and satisfaction. However, this means of employee selection could be detrimental to the company as it was too flexible, too subjective and did not take the company’s needs into account. As a result of this, psychometric testing was introduced as a more structured and objective means of assessing people for occupational fit.
Psychometric tests have to meet quality requirements in terms of reliability, authenticity and objectivity in order to be classified as psychological tests by the Health Professions Council of South Africa (HPCSA). Administrators of the tests have to be trained as psychologists or psychometrists and registered with the HPCSA. Not only does this mean that they are accountable to a statutory body, but it also means they have to sustain competence through continuously developing their skills so that they remain registered.
According to Nanette Tredoux, Director of Psytech, three E’s; effective, economical and efficient are watchwords and key when it comes to psychometric testing. She also believes that tests should be, “equitable in the sense that all applicants undergo the same procedure, which is standardised to a very high level of detail" and that the manner in which they are administrated by professionals must be highly respectful in regards to the applicants’ human rights. In other words, the skill of the administrator directly corresponds to how effective the test will be.
Psychometrics is a continuously changing field with new trends emerging all the time. At this time, increasing computerisation and digitalisation is a strong trend. Newer tests are also developed with much more international context. Another rising trend is to tailor tests to the demands of specific positions and industries. For instance, tests for sales roles or tests that are targeted at a particular aspect of a role, such as safety-consciousness.
Computer-based reports have become more evolved and sophisticated, whilst being user friendly - a welcome development for all. However, the increasing dependence on computer technology carries the risk that tests may become a commodity and, since tests are readily available on the internet, they might be used by people who are not appropriately qualified, or the tests themselves may not measure up to South African requirements.
The basic battery assessment test seems to have gained popularity with many organisations nationally. It traditionally involves a personality questionnaire and tests some abilities relevant to the particular needs of the job position for which the person is being evaluated. The questionnaires give the testers an indication of how the candidate will behave on a daily basis, how much attention they pay to detail and how they will cope with stressful scenarios. Most employers are searching for employees that can control stress, manage colleague relationships well, and who will perform their duties in a diligent and cautious way. Other features tested may be more role specific, for instance, the level of the person’s decision-making skills and their leadership instincts. Ability tests are chosen by focusing on exactly what the job needs. An example of this would be how accountants need numerical ability whereas a sales person may need more verbal communication skills.
Determining which tests are effective in testing which employees is an essential part of psychometric training. People train for just under five years to be able to select appropriate tests for a specific role. Employers should only trust the professionals and should not interrupt the process unless asked for certain information. For roles such as sales or financial roles, the same test will be applied but the testers will interpret the results in the context of the job requirements. This is where the expertise of the testers comes into play. Cooperation is imperative to ensure good results.
Before an organisation decides to use evaluative tests, it is important to recognise that not all tests are psychological in nature, and those that are not can be done by non-professionals, for example, testing computer skills such as knowledge of office software.
Tredoux suggests that companies enlist the aid of qualified psychometrists or psychologists to determine that their tests meet the standards of the Employment Equity Act for psychometric tests and related techniques.
Frew Murdoch is the assistant editor of HR Pulse. She is currently completing the last semester of her BA degree in Communications and English. "I stumbled across your review of our Ethics Guide published 28 June 2012 and wish to thank you for the positive and complimentary comments made – this was a lovely surprise and most rewarding. I will certainly pass this on to all co-authors of the Guide."
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