Psychometric Testing

Based on Human Resource Management (4th Edition) by Alan Price - published by Cengage

Psychometric means measurement of the mind. Psychometric tests purport to measure psychological characteristics, including personality, motivation, career interests, competences and intellectual abilities. Traditionally they take the form of pen and paper multiple-choice questionnaires but modern forms can also be presented on computer screens. Most tests require applicants to work through a large number of items in a given amount of time.

(...) Users argue that they provide valuable evidence which is not revealed by other methods. There is a widespread belief that they are somehow objective, contrasting strongly with the subjectivity of interviewing.

Psychological testing has been used for different purposes in mainland Europe and North America, with the UK taking an intermediate view. The reasons for this are complex and reflect different traditions. The ‘softer’ European approach has relied on more descriptive, observational methods such as projective techniques and qualitative performance tests that draw on psychoanalytic theory. Conversely, the American approach has been dominated by behaviourist attitudes, emphasizing ‘objectivity’ and the quantitative use of data. This led to the development of a massive range of ‘paper and pencil’ tests, suitable for individual or group use. Many European selection theorists have never been convinced of their merits. However, in recent years, growth of a more systematic methodology has meant that the two approaches have converged to a considerable extent. (...)

Criticism of psychological testing

Increasing use of tests has caused some disquiet amongst psychologists, particularly the proliferation of personality assessments. There are many available on the market which are promoted by people without adequate training and which make extravagant claims about their value and effectiveness. Many employers, including those with human resource specialists, do not have the ability to identify good and bad products. (...)

The greatest difficulty with personality tests is that candidates can lie. Moreover, they can fake results in different ways and to a varying extent (Zickar, Gibby and Robie, 2004). Individuals may score highly on extroversion because they are extroverts. Alternatively they can present themselves as outgoing because it is clear from the job description that selectors are seeking extroverts. (...)

It has also been argued that, since tests are based on personality theory, they cannot be interpreted without knowledge of the theory in which most selectors are untrained. Another contentious issue is the effect of practice. If applicants are exposed to the same test on more than one occasion, they gain from the previous experience, often remembering answers. (...)

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