Introduction of Psychometric.
Psychometrics is a scientific parameter concerned with the question of how psychological theories (e.g., intelligence, neuroticism, or depression) can be optimally associated with observables “(e.g., outcomes of psychological tests, genetic profiles, neuroscientific information)” (Bollen,2002). This problem is most frequently move toward through the construction of measurement models, in which the construct of interest is signified as a latent variable that acts as a common element of a set of visible variables (Bollen,2002). Psychometric means ‘mental measurement’ (Armstrong’s 2006).
Psychometric Test as a Selection Tool
There are several collection tools. Psychometric tests deliver one such substitute
process. Since the 1980s, businesses in the UK has been creating cumulative use of psychometric tests as part of the selection process for job vacancies (Andrew Jenkins, 2001). The tests attempt to measure the “abilities, attributes, personality traits, and various skills” of the applicants under contemplation for specific positions (Andrew Jenkins, 2001).
The
psychometric tests which companies make use of when selecting among job
applicants have the potential to provide us with information about the kind of
skills which employers are really looking for. Because employers
have to pay to use the tests, they may convey some reliable information about
changes in the demand for skills (Andrew Jenkins,2001).On the other hand,
psychometric tests are not used by all companies or for all types of vacancies,
which implies that information about skills derived from them may not be
representative of the economy as a whole (Andrew Jenkins, 2001).
Selection tests are used to provide
valid and reliable evidence of levels of abilities, intelligence, personality
characteristics, aptitudes, and attainments (Armstrong, 2014). Psychological
tests are measuring instruments, which is why they are often referred to as
psychometric tests: ‘psychometric’ means mental measurement. Psychometric tests
assess intelligence or personality. They use systematic and standardized
procedures to measure differences in individual characteristics, thus enabling
selectors to gain a greater understanding of candidates to help in predicting
the extent to which they will be successful in a job. The other types of tests
described below are ability and aptitude tests (Armstrong, 2014).
Accordingly,
psychometric tests are standard and scientific methods used to measure
individuals’ capabilities and personalities. It enables employers to choose the most appropriate candidate for the specified job (Healy, 2008). Psychometric
tests will be designed to measure an applicant’s suitability for the said
position. Employers use the information collected from the psychometric test to
identify the hidden aspects of candidates that are difficult to observe from a
face-to-face interview or formal selection tools (Bryon, 2011).
In
essence, information is given by a psychometric test through providing those
taking the test with the opportunity to respond to a series of items or events
that relate directly or indirectly to a particular area of behavior (Robert
Edenborough, 2005). In selection, tests are commonly used as part of a chain of
activity, but their positioning in the chain may vary substantially (Robert
Edenborough, 2005).
Psychometric
Tests work a vital role as a selection method.
Source (AssessmentDay Ltd, 2019)
The
above video explains, what is Psychometric test, the reason to use of Psychometric
test for selection, the validity of the use of
Psychometric test in the selection process and Types of psychometric testing. (AssessmentDay Ltd, 2019).
Example
of use of the psychometric tests for selection.
“Psychometric
tests have been in use in the Armed Forces for many years. They are simply used
as a tool to assess a candidate’s ability to perform specific tasks that are
similar to the ones, they will have to undertake in a real-life scenario. If we
break down the word ‘psychometric’ we can see that ‘psycho’ means mind and
‘metric’ means to measure”.(Mcmunn,2010)
Reference
List.
- Andrew Jenkins (2001) Companies’ Use of
Psychometric Testing and the Changing Demand for Skills: A Review of the
Literature, Centre for the Economics of Education London
School of Economics and Political Science. London WC2A 2A pp.1
- Armstrong’s (2006) A Handbook of Human
Resource Management Practice 10th ed P462
- Armstrong’s (2014) A handbook of human
resource management practice.13th ed
- AssessmentDayLtd,(2019)YouTube. [Online]. Available at:<https://www.youtube.com/watch?v=A0F_FZbI5ak>
Ma2
13, 2020.
- Bollen, K.A., (2002). Latent variables
in psychology and the social sciences. Annual Review of Psychology 53 (1),
605–634
- Bryon, M.(2011)How to pass Graduate
Psychometric tests.04th ed. Kogan Page, London.
- Denny Borsboom (2015)., and Dylan Molenaar
(2015., Psychometrics Article. University of Amsterdam, Amsterdam, The Netherlands.
- Liam Healy, L (2008) Psychometric test
for dummies, England, John Wiley & Sons Ltd.
- Mcmunn, R.(2010)The testing series armed
forced tests.How2becoem Ltd, United Kindom.
- Robert Edenborough, (2005). Assessment
methods in recruitment, selection, and performance. Kogan
Page, London, and Sterling, VA.
Dear Mahesh Rathnayake,
ReplyDeleteAs you clearly stated in your blog Psychometric test ask questions which related to dimensions that anticipate what type of an individual you’re and identifies factors such as your cognitive ability,working style and aptitude (During Psychometric test interviews many skills that can be difficult or impossible to identify). Although this might not be a new idea, but the latest psychometric test are more objective and popular.
Psychometric tests assess intelligence or personality. We use comprehensive and structured methods to quantify differences in individual qualities, enabling selectors to gain a better view of applicants and help determine how successful we will be in a work. (Armstrong, 2013)
Dear Elikumaran, I Agree with you, the psychometric tests are usually holding to measure employee’s intelligence, attitudes and personality within the organization. Employers can identify the educational training needs of their existing employees for future benefits. Today, most of the organizations use Psychometric test in a selection process. Because Organizations can select the most appropriate candidates for the vacant position (Denny, 2015).
DeleteAccording to Watson,(1983) psychometric function describes the relation between some physical measure of a stimulus and the probability of a particular psychophysical response.
ReplyDeleteAgree with you. Edenborough (2005) argues that there has to be scientifically proven applied of psychometric tests in order to gain benefits from it. Psychological testing systems identify desired qualities and try to screen best fit candidates through psychometric tests.
DeleteAgreed with your views and further,The word psychometric refers to the measurement of the mind. Unlike other factors like education, skills, experience, appearance, and communication, the behavioural attributes and personality of a candidate can be much more difficult to assess during an interview. Some organizations choose to use the psychometric test in their hiring process to measure the overall evaluation and suitability of the candidate for the required job. In simple words, organizations use the psychometric test to extract and access the set of personality attributes that are required to perform a certain job. Thus, it helps recruitment managers to make decisions for successful hiring for the vacancy (Mehreen, Farhan, Asif, Noor 2018).
ReplyDeleteHi Uditha, Agree with you. Today with the industrial revolution, the structure of today's organization has changed and it calls for dynamic changes in processes. So Highly specialized workforce and skilled nature of work has put increased demands on finding appropriate talent. Finding suitable candidates have always been one of the challenges for employers and many different approaches have been taken to attract, screen, train and retain skillful employees. One of the recent developments in recruitment of qualified candidates is psychometric tests. Through Psychometric tests, employers find suitable and most appropriate individual for their workforce (Rehman, 2012).
DeleteDear Mahesh Rathnayake I agree with your discussion about psychometric function in recruitment further Bateson, Wirtz, Burke, and Vaughan (2014) explains that Psychometric sifting to efficiently select the right service employees. Managing Service Quality. Firms can safely use the psychometric sifts to select applicants according to their operational efficiency, customer orientation, and overall performance.
ReplyDeleteHi Manjula. Agree with your comment. Yes, Organizations can build up their own psychometric assessment method. In order to make psychometric valid, an organization is required to make changes in its assessment criteria every time in order to keep the balance of skills and personalities required at that time. For example, if an organization needs a person with good communication skills for a role, a tester will craft assessment that will help in assessing candidates on the basis of their communication skills (Fletcher, 2006).
DeleteAgreed on your view Mahesh. Adding further strength to you explanation Mahe (2019) states talent acquisitions have become the strategy to achieve business success these days. Psychometric method of selection has led organizations to form much smarter teams with inherent dynamic abilities as the test evaluates the factors such as employee work style, cognitive ability and aptitudes.
ReplyDeleteHi Kobigah, agree with your idea, Armstrong, (2014) explains that the psychometric test is mental measurement provides the method from select the most suitable candidate's suit for the job. The tests measured individual intelligence and personality. Organizations use to standardized procedure to identify differences in individual characteristics and it helps to build a unique workforce for the Organization's success (Armstrong, 2014).
DeleteHi Mahesh, Moerdyk, in an article by Mittner (1998), reportedly mentions that if psychometric tests are handled with insight and sensitivity, psychometric tests remain the most effective means of predicting eployee behaviour.
ReplyDeleteHi Priya, Agree with you, The Psychometric tests used in the selection setting are purpose-designed to help fit a candidate’s talent, personality and attributes to suit a job. They are not designed to disclose personal secrets or uncover confidential information about the candidates. Well-designed psychometric assessments are objective and accurate predictors of individual behavior and preferences (Clarkson, 2013). “Psychometric testing brings science to the art of recruitment” (Clarkson, 2013).
DeleteIn addition of that Psychometric tests are a standard and scientific method used to measure individuals' mental capabilities and behavioral style. Psychometric tests are designed to measure candidates' suitability for a role based on the required personality characteristics and cognitive abilities. It can identify the extent to which candidates' personality and cognitive abilities match those required to perform the role (Styler ,2001).
ReplyDelete