Psychometric tests: A booming HR practice
30 August 2010
Read by 1895 persons
Psychometric tests determine an individual's specific characteristics by referring to a norm (reference population). They assess their general behavior (personality, motivation, etc.), and their fundamental aptitudes such as reasoning, communication, leadership, or emotional intelligence.
Today, more than two-thirds of European companies use evaluation tests in their recruitment process, either for pre-selection (psychotechnical tests) or in addition to the job interview (personality test, sales test, management test, etc.). Tests are also used almost systematically in educational and professional guidance, as well as in skills assessments.
A test can be called "psychometric" if it follows specific construction steps and has undergone a statistically validated study that is regularly verified. The increase in personality and intelligence tests, accentuated by the Internet phenomenon, should not overshadow this quality requirement specific to the objective evaluation of individuals. In particular, included in the recruitment process, psychometric tests offer the recruiter the unique advantage of better understanding the candidate's personality and motivations, in addition to the job interview and their CV (the latter being increasingly standardized and embellished). A test will make it possible to validate a number of criteria, such as the candidate's aptitude for sales or their ability to integrate into the team.
The results of a test cannot serve as the sole basis for decision-making and must be part of a global assessment of a candidate's potential for a given position. These tests are a support for discussion during the interview; they can demonstrate whether the candidate truly possesses the qualities necessary to meet the requirements of the position to be filled or the motivations to pursue a particular career.
Advantages of psychometric tests
Psychometric tests considerably reduce the risk of assessment errors.
They make it possible to discern the candidate's strengths and weaknesses while revealing areas to explore further during the interview or to develop during training.
They eliminate bias through objective scoring. Test design
The construction of a test involves five successive steps.
1. Defining the functions of the test. The uses of a test determine its characteristics. Indeed, a test will not be constructed in the same way depending on whether it is used for evaluation, diagnosis, certification, etc.
2. Defining what we want to measure. Depending on the concept to be evaluated, dimensions are defined, and based on this definition, the questions can be constructed.
3. Creating the questions. "Invented" by experts in the field to be evaluated, they must, as far as possible, cover the entire field to be evaluated.
4. Evaluating the questions. Statistical methods make it possible to verify that the questions measure what they are supposed to measure. Questions that do not have "good statistics" are eliminated; others are proposed and tested in turn.
5. Determining the psychometric properties of the final test. Descriptive statistics of the reference sample, calibrations, validity studies, reliability, and sensitivity are then carried out to validate the tool.
Validation method
All tests must undergo a statistical validation study based on representative samples. At Central Test, thousands of online candidates are registered through the "Studies Department," and the tests are validated in accordance with international psychometric standards (defined in particular by the American Psychological Association and the International Test Commission). We invite you to refer to the document "psychometric validation" available on the website www.centraltest.fr for more details.
Posted on August 30, 2010
emploiactu.com
Today, more than two-thirds of European companies use evaluation tests in their recruitment process, either for pre-selection (psychotechnical tests) or in addition to the job interview (personality test, sales test, management test, etc.). Tests are also used almost systematically in educational and professional guidance, as well as in skills assessments.
A test can be called "psychometric" if it follows specific construction steps and has undergone a statistically validated study that is regularly verified. The increase in personality and intelligence tests, accentuated by the Internet phenomenon, should not overshadow this quality requirement specific to the objective evaluation of individuals. In particular, included in the recruitment process, psychometric tests offer the recruiter the unique advantage of better understanding the candidate's personality and motivations, in addition to the job interview and their CV (the latter being increasingly standardized and embellished). A test will make it possible to validate a number of criteria, such as the candidate's aptitude for sales or their ability to integrate into the team.
The results of a test cannot serve as the sole basis for decision-making and must be part of a global assessment of a candidate's potential for a given position. These tests are a support for discussion during the interview; they can demonstrate whether the candidate truly possesses the qualities necessary to meet the requirements of the position to be filled or the motivations to pursue a particular career.
Advantages of psychometric tests
Psychometric tests considerably reduce the risk of assessment errors.
They make it possible to discern the candidate's strengths and weaknesses while revealing areas to explore further during the interview or to develop during training.
They eliminate bias through objective scoring. Test design
The construction of a test involves five successive steps.
1. Defining the functions of the test. The uses of a test determine its characteristics. Indeed, a test will not be constructed in the same way depending on whether it is used for evaluation, diagnosis, certification, etc.
2. Defining what we want to measure. Depending on the concept to be evaluated, dimensions are defined, and based on this definition, the questions can be constructed.
3. Creating the questions. "Invented" by experts in the field to be evaluated, they must, as far as possible, cover the entire field to be evaluated.
4. Evaluating the questions. Statistical methods make it possible to verify that the questions measure what they are supposed to measure. Questions that do not have "good statistics" are eliminated; others are proposed and tested in turn.
5. Determining the psychometric properties of the final test. Descriptive statistics of the reference sample, calibrations, validity studies, reliability, and sensitivity are then carried out to validate the tool.
Validation method
All tests must undergo a statistical validation study based on representative samples. At Central Test, thousands of online candidates are registered through the "Studies Department," and the tests are validated in accordance with international psychometric standards (defined in particular by the American Psychological Association and the International Test Commission). We invite you to refer to the document "psychometric validation" available on the website www.centraltest.fr for more details.
Posted on August 30, 2010
emploiactu.com
