Types of Psychometric Tests.
Psychometric tests mainly can be divided into two, which are Personality Test and Ability Test (Carless, 2007) However, ability test-use to examine employees’ skills, verbal skills, numerical skill, problem-solving, decision making (Ryan and Sackett,1987).
According to Armstrong (2014), Selection tests are helping to provide a valid and reliable indication of the level of abilities, intelligence, personality, aptitude, and attainments. Hence, they are using systematics and standardize procedures to measure different individual characteristics (Amstrong,2014). This will help to a better understanding of each individual candidate to help in predicting the extent to which they will be successful in a job (Amstrong,2014).
TYPES OF PSYCHOMETRIC TESTSource (HWWW Channel,2019)
This video shows types of psychometric tests, mainly describe Aptitude tests and personality tests. The further video explains about the numerical reasoning test, abstract reasoning tests, verbal reasoning test, situational judgment, and the psychometric personality test, personality questionnaires. (HWWW Channel,2019)
Armstrong (2010), describes the main types of the test as below
v Intelligence Tests
v Personality Tests
v Ability Tests
v Aptitude Tests
v Attainment Tests
v Intelligence tests
Intelligence tests measure a range of mental abilities that enable an individual to succeed at a variety of intellectual tasks using the talent of abstract thinking and cognitive (Armstrong, 2014). They are concerned with general intelligence and are sometimes called ‘general mental ability’ (GMA) tests (Armstrong, 2014). Hence that if an individual is good at solving a certain kind of problem, they will be able to solve other types of problems (Andrew Jenkins,2001).
The meta-analysis conducted by Schmidt and Hunter (1998) showed that intelligence tests had high predictive validity (Amstrong,2014). These tests may measure verbal and numerical cognitive, critical cognitive, or the ability to follow a series of logical steps at an abstract level (Andrew Jenkins,2001).
According to Dawkins et al., (2013) many companies in the engineering sector, use psychological tests’ as part of their process of recruitment to evaluate the intelligence and general abilities, personal characteristics/ attributes of potential employees or candidates applying for jobs.
v Personality tests
Personality test-use to examine the employee’s behavior at the workplace, teamwork, interpersonal skills, leadership (Arthur, Woehr, and Graziana, 2001). According to the Armstrong (2014) tests attempt to assess the personality of candidates in order to make predictions about their expected behavior in a role. There are many different theories of personality test and, therefore, many different types of personality tests, including self-report personality questionnaires and other questionnaires that measure interests, values or work performance (Amstrong,2014). Personality tests can be provided interesting additional information about each candidate that is free from the biased reactions that often occur in face-to-face interviews, but they have to be used with great care (Amstrong,2014). The tests need to be developed by a reputable psychologist or test agency on the basis of extensive research and field testing, and they must meet the specific of the user requirements (Amstrong,2014)
“One of the most generally accepted ways of classifying personality is the five-factor model. As summarized by McCrae and Costa (1989), this model defines the key personality characteristics. These ‘big five’, as Roberts (1997) calls they are:
● extraversion/introversion – gregarious, outgoing, assertive, talkative and active (extraversion); or reserved, inward-looking, diffident, quiet, restrained (introversion);
● emotional stability – resilient, independent, confident, relaxed; or apprehensive, dependent, under-confident, tense;
● agreeableness – courteous, cooperative, likable, tolerant; or rude, uncooperative, hostile, intolerant;
● conscientiousness – hard-working, persevering, careful, reliable; or lazy, dilettante, careless, expedient;
● openness to experience – curious, imaginative, willingness to learn, broad-minded; or blinkered, unimaginative, complacent, narrow-minded.” (Armstrong 2010)
The Big 5 OCEAN Traits Explained - Personality Quizzes
The
above video describes big five Personality characteristics, and how those
characteristics linked with each and work inside a person (Practical Psychology, 2019).
The Company I work in is a leading Cement Manufacture and the company is conducting the psychometric test for managers. According to the HR manager, they are conducting
intelligence tests, personality tests, and aptitude tests online when the
recruit to the managerial position (HR Manager UTCL,2020).
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
- Arthur, W., Woehr, D, and Graziano, W. (2001)Personality Testing in Employment Settings, Problems, and Issues in the Application of Typical Selection Practices, Personnel Review, 30,pp.657–676.
- Armstrong’s (2010) A Handbook of Human Resource Management Practice 10th ed PP464-465
- Armstrong’s (2014) A handbook of human resource management practice.13th ed p.196-465
- Carless, S. (2007)Graduate Recruitment and Selection in Australia, International Journal of Selection and Assessment, 15, pp. 153–166·
- Dawkins, S., Martin, A., Scott, J. and Sanderson, K., (2013). Building on the positives: A psychometric review and critical analysis of the construct of psychological capital. Journal of Occupational and Organisational Psychology, 86(3), pp.348-370
- HWWWChannel, (2019) YouTube. [Online]. Available at:< https://www.youtube.com/watch?v=nup-deSe0fQ> May 20 2020.
- Practical Psychology,(2019)YouTube. [Online]. Available at:< https://www.youtube.com/watch?v=KCwHV9HCxH0> May 20 2020.
- Ryan, M, and Sackett, P. (1987) A Survey of Individual Assessment Practices by I/O Psychologists, Personnel Psychology, 40, 455–488
Benefits of exercise with little attention to fundamental Psychosocial proces- ses underlying exercise behavior Develop- ment of appropriate instrumentation is a first step in evaluating the role of cognition and perception as mediating factors in habitual exercise as suggested by the Health Promo- tion Model (Pender, 1982, 1987).
ReplyDeleteAgree with you, according to Armstrong (2014) Selection process will be much easier to get the best applicant for the vacant position through various types of psychometric test.
DeleteAgreed with your views and Large firms are more likely to use formal selection methods such as psychometric tests and assessment centers which focus entirely on large firms report very high incidences of test usage, often over 60 per cent. Small firms are much less likely to use psychometric tests, partly because of the costs involved and partly because they have few vacancies (Shackleton and Newell 1991).
ReplyDeleteAgree with you, most companies use assessment centers to select the best applicant for the position. According to Carless (2007), mainly psychometric test focus on examining the ability of the applicant and to find the personality of the applicant.Therefore, they are using various methods to check applicant's ability such as numerical skills, problem slowing skills (Ryan and Sackett, 1987)
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ReplyDeleteAnd in addition of that, Psychometric tests can measure a number of attributes including intelligence, critical reasoning, motivation and personality profile. As an indicator of your personality, preferences and abilities, psychometric tests can help prospective employers find the best match of individual to occupation and working environment. And can measured with tests like logical reasoning, numerical reasoning, verbal reasoning, mechanical reasoning, abstract reasoning (Hammond, 2006).
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