According to Bryon (2012) There can be many ways of doing the above and few examples are given below.
• Verbal reasoning
• Numerical Analysis
• Mechanical and technical reasoning
• Diagrammatic and abstract analysis
• Work sample test
• In-tray exercises
• Trainability test
• Personality questionnaires
• Situational awareness questionnaires
• Interest and motivational inventories
• Fault diagnosis
• IQ test
There are some independent institutions who provide psychometric testing services. Those tests may come with different ways like, Questionnaire, case studies, Exercises, Role Plays, Group Exercise, interviews, on the job training. These tests can be done via online or in the Assessment centres or in the work shop or in the interview room. Every employee who goes through this process will be marked and given the test score (jobtestprep.co.uk, 2019).
Simultaneously this test can be designed according to the position. Example-If the organisation need employee with marketing skill, the test can design accordingly. Or the company need employee with more numerical skill, that also can be changed accordingly (Edenborough,2012).
Reference
List
- 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.
- Bryon, M.(2012)Ultimate Psychometric Tests.02nd ed. Kogan Page Ltd, London.
- Carless, S. (2007)Graduate Recruitment and Selection in Australia, International Journal of Selection and Assessment, 15, pp. 153–166.
- Edenborough, R.(2012)Brilliant psychometric tests.02nd ed.Harlow, Pearson.
- Ryan, M and Sackett, P. (1987)A Survey of Individual Assessment Practices by I/O Psychologists, Personnel Psychology, 40, 455–488
Cognitive Tests are also one type of Psychometric Test Cognitive tests are all about measuring your competence and intellectual capabilities. It also works into understanding your logical and analytical reasoning abilities in a very specific area. This translates to a reasonably accurate assessment of your abilities to use specific job-related skills and to predict consequent job performance.
ReplyDeleteAgreed.according to Edenborough (2012)Cognitive Tests are also one type of Psychometric Test.
DeleteAgree with above and would like to highlight an issue with well-known IQ test. In comparing IQ scores over even a few decades, there is a distinct problem. The average IQ score is set at 100 by convention. As good practice demands, once assessments are updated, a new cohort of people take the test. New test takers tend to be younger generations than their predecessors because of the passage of time (Cripps, 2017).
ReplyDeleteFurther elaborating The Personality Assessment Questionnaire (PAQ) the seven personality traits are evaluated in this Personal assessment Questionnaire which includes a unique experience of acceptance and rejection worldwide (ali & Rohner, 2017).
ReplyDeletei agreed with the content ,using different type of psychometric test , the following benefits can be earn as per the (Edenborough, 2007)
ReplyDelete1.maximizing an organization’s performance by improving accuracy of
selection
2.improving employee retention by better matching individuals to jobs
3.avoiding the financial and personal costs associated, on both sides,
with poor recruitment decisions
4.optimizing the use of people’s capacities by helping focus development activity
5.achieving better career management by matching individual aspirations to their organization’s opportunities
Agreed.some of advantaged discussed on the post dated 22.09.2019.
DeleteI agree with the points you have discussed. Armstrong (2009) also explains that understanding the requirement of the organization (what the organization is trying to measure by having the candidate take the psychometric test) and selecting the most appropriate type of test is critical. Also, Armstrong (2009) states that the tests used by organizations should be reliable and only those developed by well known psychologists or institutions are recommended to be used.
ReplyDeleteOf course yes.There are well known institution around the world.
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ReplyDeleteHi Oshantha. Psychometric tests are of the kind which should be used very carefully if not the expected result may not be found. Hence, it is important to examine the available methods and finalise the ideal psychometric test needed so that it will be a fair trial for all who's facing it (University of Wolverhampton, 2013)
ReplyDeleteHi Oshantha, According to Owen and Taljaard (1996), it appears that psychometric tests can contribute to the efficiency of selection and placement in industry, if used carefully and responsibly. Psychometric tests are commonly employed as aids in occupational decisions, including the selection and classification of human resources. From the assembly-line operator or filing clerk, to top management, there is scarcely a type of job for which some kind of psycho-metric test has not proved helpful in such matters as hiring,job assignment, transfer, promotion, or termination (Anastasi& Urbina, 1997).
ReplyDeleteAgreed, the cognitive and personality tests are basically the two main components of psychometrics. Many testing engineering companies are known to include, in addition to the same, a mixture of one or more tests to either standardize their approach or provide flexibility for different use cases
ReplyDeleteHi Oshantha, I do agree with you.
ReplyDeleteDespite the popularity and increase in the usage of psychometric testing in recruitment, there is still some debate in the organizational psychology field as to whether the personality measures should be used in recruitment and selection or not (Morgeson, et al, 2007)
The type of the psychometric test that is to be used should be decide based on the competencies the organisation is looking for (Jenkins, 2001). There should be clear relationship between the what the test can achieve and what the organisation is looking for.
ReplyDelete