bout Psychometric Tests
psychometric test is often used as part of employment testing (/career-test.html), both for candidates applying new jobs and for evaluation of existing employees in departmental or role transition. Psychometric tests that uge and report on psychological factors have become very popular among large businesses.
hat psychometric tests have in common is "psychological measurement" of variables related to performance, ential and personality. (We might call these the "Three Ps" of psychometric testing). In some instances the ts are designed around a single variable, or feature results consolidated into a single variable or score, such the single I.Q. score. Other tests may be multi-variable, measure and report, for example, relatively ependent traits, such as the five "OCEAN" traits of the the "Five Factor Model", namely, "Openness", onscientiousness", "Extraversion", "Agreeableness" and "Neuroticism". (To take the University of estminster, Department of Psychology-sponsored online quick Five-Factor test, click here p://www.personalitytest.org.uk/).)
every instance, what is claimed for the tests is that they provide an objective, reliable and valid measure of ir target variables, with results that facilitate the achievement of self-understanding as well as of educational, eer and counseling objectives.
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psychometric test is a standardized test that measures characteristics such as intelligence, aptitude, memory, personality. Psychometric testing is commonplace in several industries and disciplines, including the social ences, employment, education and business. Employers are increasingly using psychometric-based testing a means of selecting applicants for a position. These tests are typically given at the front end of the ployment cycle before interviews are given. Recent polls show that over 80% of Fortune 500 organizations hin the United States use these types of tests to screen applicants.
ychometric tests were initially used in the field of clinical psychology to determine an individual's mental state being or aptitudes. Within the framework of recruitment and employment progression, these tests are used to alyze an individual's strength and weaknesses within the context of a particular job and corporate climate. ese tests fall into two main categories; personality tests and aptitude tests. Examples of these tests include Myers-Briggs Type Indicator, General Management Admission Test (GMAT), and the Scholastic Aptitude st.
hough there are numerous tests available to analyze personnel, psychometric testing must have certain aracteristics in order to produce accurate results:
tandardization: The test must have controlled conditions, including uniform administration protocols and vironmental constancy.
onsistency: The test must be free of inconsistencies, e.g., of language or results.
eliability: The exam should be free of design errors and produce consistent results in large populations and der controlled or virtually identical retest conditions.
alidity: The test should actually measure what is supposed to measure, e.g., an I.Q. test should really asure innate intelligence rather than scholastic achievement, special training, motivation to succeed or tural influences.
redictive power: The test should accurately and as precisely as possible predict performance.
ack of bias: The exam's language and context should not result in an unfair advantage or disadvantage to any up based on ethnicity, culture, language or gender.
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