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they make Psychometric Testing Because they make people anxious, psychometric tests have a mythology that is based on public ignorance. ? There are probably some very reply psychometric tests around and candidates have little way of knowing if they are being tested with a reliable one. But once they have sat a test, it is often commonly said that testing can produce a good degree of accurate information about the person? s character and how they are likely to behave at work. It? s self-assessment, after all.
However test producers themselves agree that it is quite possible to fake a psychometric test. All you have to do is pretend to be someone you are not. ? It involves guessing what the employer wants, which is not always simple. Employers don? t necessarily want a million leaders and no followers. Many of the better tests have in-built mechanisms to guard against fibbers.
They ask the same question in a variety of different ways at different points in the questionnaire and then look for major discrepancies. ? For instance, two questions, which would hopefully yield similar results, might be to agree or disagree with the following: ? New ideas come easily to me? and? I find generating new concepts difficult. ? Roy Davis, communications director for the biggest test publisher in the UK?
SHL? , says that? Because of the degree of suspicion around psychometrics, it is important that candidates are told exactly why they are being tested and to what uses the information will be put. The good assessor will be encouraging the candidates not to fake it and to explain that what the test is trying to achieve is getting the right person... The golden rule is that a psychometric test should never be used on its own as a sole basis of selection. ? Dr McHenry, is chairman and owner of Oxford Psychologists Press (OPP) which in the past 13 years has grown from three people working in a room of his house to an establishment of 70 staff based in Oxford England.
OPP claims to have provided psychometric tests to two-thirds of FTSE 100 companies but has developed and introduced new tests. These include the ABLE series, which test the ability to learn and adapt rather than just measure intellect. The company also has a consultancy arm, Sigma, which provides business psychology advice in the UK and overseas. ? OPP has flourished in recent years suggesting that psychometric tests be recognised as an efficient tool for selecting staff. Dr McHenry states that psychometric testing is anything but a trendy short term idea, many companies are keen to refine their recruitment processes and to get it right will test up to 70 % of the workforce before any job offer or internal promotion.
Many people are wary of being? exposed? by psychometric tests and some bad tests can deliver negative effects. ? The following is an example extracted from a story in the guardian. co. uk / archive . ?
Sam Bruce had completed her MA in investigative journalism when she applied for a job as a reporter on her local newspaper in the Midlands. At the interview, she was asked to complete a psychometric test. " I found the questions way too simplistic. There were things like, Do you like being with people? all the time, some of the time or hardly ever? It was difficult to answer because Im different at different times. " Bruce didnt get the job and when she received the test results, she was gobsmacked. " It wasnt flattering, " she says. " I was described as decisive, aggressive and impatient, among other things. It seemed to be about someone who wouldnt be able to work with other people but I work hard to get on with people.
Ironically, Id applied for the job because I didnt want to work on my own. " After regarding many views on the subject of psychometric testing we have found that many people find it very useful for career advice but many who have had bad experiences with it too. The problem is that tests are often used in the wrong way. ? When this is done it can cause a myriad of ill effects not least choosing the wrong employee or obtaining a false description. It can really knock someones confidence too as in Sam? s case.
But theres no doubt that its a valid way of assessing people if its used in the right way but it should only be part of the whole interview process. You cant tell anything from just looking at someones profile. Interviewers who spend at least fifteen minutes elaborating on the test results should usually get more from the tests. Feedback is crucial. People often find the feedback very useful, even if they dont get the job. " Corporate acknowledgement of this will help the entire mechanism.
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Research essay sample on Psychometric Tests Psychometric Testing Test
