Psychometric Testing in a Context of an Organization

 

With the first test published in 1905, psychometrics and its idea got their start toward the close of the nineteenth century. They were used to quickly assess the abilities of several new recruits in order to determine which military unit to place them in. The British National Institute of Industrial Psychology (NIIP) and other psychological organizations established the general guidelines for how tests should be utilized early on.

Approximately, until the 1970s, when the United States implemented legislation targeted at equal opportunities in employment, tests gradually started to be employed more and more for selection procedures in large firms. Many businesses stopped creating testing during this time out of concern for possible legal action (which had been successfully pursued against some companies). Later, tests designed specifically for occupation assessment were created, and gradually, confidence was rebuilt.

In essence, personality tests aim to gauge a person's personality, but the question is: what exactly can be gauged to gauge personality? A person's capacity and motivation to complete tasks, such as basic arithmetic calculations, are frequently assessed through aptitude and attainment tests. According to Mullins (2005) “For a test to be considered as a psychological instrument it must be objective, standardized, reliable, valid and discriminating (but not discriminatory)”. Generally, a test should have a specific goal or a set of goals setting out what it is trying to measure (objective), conform to current standards regarding its standardized subject area.

Reliability is measured by testing several candidates with the same test twice within different time intervals and checking if their results are the same or similar to the last time. There are 5 main types of validity as explained by Edenborough (2007).

1. Predictive validity – identifying future performance.
2. Concurrent validity – distinguishing higher and lower performers.
3. Content validity – reflecting relevant material in the test.
4. Face validity – appearing credible.
5. Construct validity – measuring what it’s supposed to measure.

Recruitment, promotion selection, career management, and training selection are all frequently aided by workplace exams. They are frequently employed by large organizations to speed up and thereby improve the efficiency of the aforementioned operations. In theory, a psychometric exam used properly should assist in identifying the candidates who are most qualified for the position.

They could assist them in making quicker, more informed decisions. With so many applicants who are equally qualified for the same post today, this can be helpful to firms. Psychometric tests are alternative ways to differentiate between them and help one find the people best suited for the job. (Irving, 2007)

Hiring a consultant can help you learn more about the subject more quickly (but at a cost), but will be able to work with a stranger in some situations, which could hurt test takers. (Mullins, 2005)

The tests are often misused or used for what may be considered ethically unjust in instances where the proper guidance of a trained professional is not available. (Irving, 2007).

Psychometrics play a key role in organizational decision making. However, it is important for organizations not to rely on these tests because they cannot be 100% accurate, and that they should set out a good selection procedure, making sure they are providing a good feedback system to the applicants, and make sure discriminations do not take place during the selection process.

References

Edenborough, Robert. (2007) Assessment Methods in Recruitment, Selection & Performance: A Manager’s Guide to Psychometric Testing, Interviews and Assessment Centres. Kogan Page; III Edition.

Irving B. Weiner, Roger L. Greene. (2007) Handbook of Personality Assessment. Publisher: Wiley.

Mullins, Laurie J. (2005) Management And Organisational Behaviour, 7th Edition, Prentice Hall.