Psychometric Tests Used in Employee Selection
Psychometric Tests Used in Employee Selection
Introduction
As we all know, selecting the right kind and appropriate employees are key elements of business effectiveness and successful management. In order to choose the right person for the job, many managers take ability and personality into consideration and use many methods, such as letters of recommendation, psychometric tests, interview etc. to do so.
Recently, psychometric tests have become increasingly popular as parts of an employer’s selection procedure. As defined by Parkinson (2008), "a psychometric test is a standard way of measuring an aspect of mental performance". Practically, it consists of many tests to assess different aspects of a person such as verbal ability, and testing the degree of understanding the meaning of words. These tests also include assessment of personal traits, such as, personality or temperament, career plans or employment interests, work attitudes and motivation.
Psychometric tests can be divided into two main types by psychologists. The first type of test is to measure maximum performance, that is to say measuring what your potential might be and how well you can do something, as evidenced in the aptitude test, and the second type of test measures typical performance. The latter measures what a person is like in a normal situation, as seen, for personality tests may be used (Carter, 2007).
This essay is going to describe the two main types of psychometric tests, and will analyse their respective advantages and disadvantages.
Aptitude Tests
Carter (2007) stated that “aptitude tests are tests of performance designed to make a prediction about the future achievements of the individual being tested by measuring that individual 's potential for achievement.” I believe aptitude tests are effective ways to predict an employee 's progress and achievement in future career. The main purpose of the test is to decide whether employees can make significant progress after
Introduction
As we all know, selecting the right kind and appropriate employees are key elements of business effectiveness and successful management. In order to choose the right person for the job, many managers take ability and personality into consideration and use many methods, such as letters of recommendation, psychometric tests, interview etc. to do so.
Recently, psychometric tests have become increasingly popular as parts of an employer’s selection procedure. As defined by Parkinson (2008), "a psychometric test is a standard way of measuring an aspect of mental performance". Practically, it consists of many tests to assess different aspects of a person such as verbal ability, and testing the degree of understanding the meaning of words. These tests also include assessment of personal traits, such as, personality or temperament, career plans or employment interests, work attitudes and motivation.
Psychometric tests can be divided into two main types by psychologists. The first type of test is to measure maximum performance, that is to say measuring what your potential might be and how well you can do something, as evidenced in the aptitude test, and the second type of test measures typical performance. The latter measures what a person is like in a normal situation, as seen, for personality tests may be used (Carter, 2007).
This essay is going to describe the two main types of psychometric tests, and will analyse their respective advantages and disadvantages.
Aptitude Tests
Carter (2007) stated that “aptitude tests are tests of performance designed to make a prediction about the future achievements of the individual being tested by measuring that individual 's potential for achievement.” I believe aptitude tests are effective ways to predict an employee 's progress and achievement in future career. The main purpose of the test is to decide whether employees can make significant progress after
References: Barrett, J. (2008) Aptitude Test Workbook: Discover Your Potential and Improve Your Career Options with Practice Psychometric Tests (Revised Edition), London: Kogan Page Ltd. Carter, P. J. (2007) IQ and Psychometric Tests: Assess Your Personality, Aptitude and Intelligence (2nd ed.), London: Kogan Page Ltd. Edenborough, R. (2005) Assessment Methods in Recruitment, Selection and Performance: A Manager, London: Kogan Page Ltd. Myers, C.S. (1920) 'Psychology and industry ', British Journal of Psychology, 10, 177– 82. Parkinson, M. (2008) How to Master Psychometric Tests: Expert Advice on Test Preparation with Practice Questions from Leading Test Providers (4th ed.), London: Kogan Page Ltd. Pendlebury, P. C. (1975) 'Testing, Intelligence and Aptitude ', Recruitment Handbook (2nd ed.), 5, 107– 122. Rao, P.S. (2009) Human Resource Management, Mumbai: Global Media.