Psychometric Test

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Psychometric Test - the dangers

In a world of their own - the personality questionnaire and the aptitude test

Psychometric Test: there are two main types in use:

• aptitude tests are strictly timed and typically involve verbal, numerical and diagrammatic reasoning, although there are many other types.
• a personality questionnaire is not timed and can feel less like an exam - there are no right answers to the questions. When a personality questionnaire is used well it is a valuable source of information which cannot easily be obtained by other methods. Used badly a psychometric test can be harmful. For most of us the ability to distinguish between the good and the bad is extremely difficult.

Some of the criticisms in the use of a psychometric test might be:

• a poorly constructed test that doesn't really measure what it is supposed to
• well constructed test but poorly administered so that the results may be suspect
• results taken as more accurate and definite than they really are
• results compared with an inappropriate group (which can make the performance appear better or worse than it really is)
• inadequate understanding of how different groups of people give different results on tests (e.g. male/female or where English is not the first language)

However, one of the most important areas of concern in testing is to do with ethics. There is a code of conduct for testers laid down by the British Psychological Society (BPS), and part of this code is that people should receive feedback on their results.

There are various books on the subject of psychometric tests. There is a psychometric test for such subjects as risk-taking, leadership, positivity, aggression, tact, ambition, tolerance and imagination. The intelligence tests use word and number puzzles, mathematics and diagrams to test your spatial, verbal and numerical ability, as well as your logic, to the limit. There are books to help with the resourcing of employees, how to succeed in a psychometric test, how to use them in assessment and testing, how to pass numeracy tests, how to pass psychological tests at a professional level and of course how to pass graduate recruitment tests. If you have a test or examination coming the content of these books will help you improve your scores.

The greatest growth has come in the use of personality profiling with the development of people in mind. This article looks at the content of one personality questionnaire Quintax and this one shows how it used in conjunction with other psychometric test and development tools. Example of personality questionnaire

Psychometric Test