Psychometric testing is back in favour as human resource decision-makers try to take the guesswork out of finding the right person for the job. Like washing powder, consumer demand has stimulated a wave of new testing products which promise bigger, better and brighter results.
Beilby’s National Head of Psychological Services Paul Syme is an avid fan of psychological testing, but is quick to point out that there are no crystal balls when it comes to hiring and managing people. After more than 15 years in the business, he has published a whitepaper to help recruiters choose the most appropriate testing tools for their needs.
"A lot of the new tests look flash, but when you delve a little deeper, you find they cost a lot and don’t have much substance," he said.
"The foundations of psychology have not changed for some time," he said. "The most reliable tools have been around for a long time and still revolve around basic personality profiles that were first developed in 1948."
"Most of all, it is essential to understand that test results add to a pool of information about a person and should not be used as the only basis for decisions. Rather, they should reinforce your impressions and give you a better insight into an employee’s strengths and weaknesses."
There are literally hundreds of tests and test distributors and choosing the right one can be a daunting task. Yet, contrary to popular belief, good psychological testing doesn’t have to be expensive or complicated to administer.
There are four broad types of psychometric tests available, each of which has a different role to play. They include:
The test you choose should be appropriate to the task and the position you are trying to fill. Other considerations include whether the test is technically sound, statistically valid, culturally applicable and economical to use.
If you are looking for expert advice to help interpret your test results or train your inhouse HR team please contact Paul on (08) 9323 8888 or email to paul.syme@beilby.com.au