Ensuring the integrity of the results of psychometric testing is key. How do we know the tests we are using are fit for purpose, what are the common pitfalls to avoid and do we make sure that the positives of using psychometric testing outweigh the negatives?

Some key criticisms and potential problems with psychometric testing include:

• Poorly defined concepts in the test itself i.e. badly constructed tests
• Misinterpretation of instructions and results by users
• Ambiguous or inconsistent use of definitions and poor use of grammar
• Bias in the test to favour some test takers over another, e.g. gender, age, nationality
• Poor application of tools, e.g. inadequate job analysis.

"Sixty five per cent of survey respondents use an
external provider to administer psychometric testing."

The main criticisms about using psychometric tests tend to centre on the validity of the tests themselves. This is why it is crucial to ensure you are using the right tests for the right purpose. The quality of the test is also paramount. Use a provider with a strong track record of experience, who can demonstrate the results and who will advise you on the right tests to use as part of your recruitment process.

Other key factors affecting the validity of tests include:

• a candidate's personal confidence, experience, emotional state, motivation and culture
• the environment's lighting, temperature, noise and proximity to distractions
• the test administrator's briefing, temperament and knowledge of test content
• unfamiliarity with tools used like a type of computer, the software and navigation

These variables are difficult to avoid in many instances. A person’s confidence or lack of confidence, current emotional state or motivation to win the job is bound to affect their performance in any test, and to a point is actually part of what is being tested.

Areas we can improve include the environment. If we use an in-house testing facility make sure it is comfortable and welcoming, pay attention to details including temperature, lighting, noise and position.

Another excellent way of combating many candidate’s performance issues relating to environment is to offer online testing, where testing can be completed remotely and in a familiar environment.

"How do we combat a candidate's tendency to try to fake a test?"

A final issue to consider is the candidate’s ability or propensity to steer the test towards a favourable outcome. This is particularly so in personality testing, where candidates may give answers they think you want to hear. The problem with this approach is that these tests ask the same questions in a number of different ways. If the candidate is not giving a ‘true’ response, then eventually they will trip up as the results will clearly illustrate the discrepancy.

Although an increasing number of people have been exposed to psychometric testing, many still approach any test with fear and dread! So preparing a candidate for psychometric testing becomes even more crucial because many of those people will not tell you how they feel.

"Alleviate your candidate's fear of tests by giving a
thorough briefing on its purpose and how to approach it."

Explain why you are using the tests and highlight the positive aspects in terms of helping you both be sure you are achieving the best match for the role. Communicate these reasons and alleviate any preconceived ideas to relax the candidate and reduce the tendency to fake it.

On the whole, psychometric testing is being widely accepted as a significant tool to enhance the recruitment process. The sheer number of organisations using it provides testimony to this fact.

Results from psychometric tests are designed to enhance the decision making process but should never be relied on as the the 'make or break' decision to hire.

Psychometric tests do give you a greater insight into an individual's fit for a role and can assist you with making a decision that is backed by more than a ‘gut feel’ about a candidate, but they should never be used as a stand alone tool in the recruitment process.

We are never going to get it 100% right, but reducing the overall risk by using all available tools is a clear advantage.