What Are Psychometric Tests in Personnel Assessment and Development?
What Is a Psychometric Test?
Psychometric tests are methodologies used to assess individuals’ characteristics, preferences, behaviors, and abilities. This assessment helps predict a person’s performance in a specific role.
Scientifically designed and validated psychometric tests are tools that help organizations objectively and impartially predict and compare candidates’ performance for a job position.
Organizations can use the results of psychometric assessments to identify candidates’ strengths and development areas and leverage this information during later stages of the selection process, such as face-to-face or online interviews.
Evalion was the first company to introduce psychometric assessment tools in Greece and Cyprus under the name SHL Hellas. Today, as SHL Greece & Cyprus, it offers world-class assessment solutions designed to help organizations achieve their goals through the power of their people.
Types of Psychometric Tests
There are many types of psychometric tests, each designed to assess different factors that predict job performance. Some of the most common types are personality questionnaires, ability tests, knowledge tests, etc.
Personality questionnaires
Personality questionnaires assess an individual’s preferred behavioral styles, meaning how a person prefers to behave at work. They do not assess abilities, but rather how the individual perceives themselves in relation to interaction with others, the way they approach information and problems, and how they understand and manage their emotions. For more information, read our article on personality questionnaires.
Ability tests
Ability tests assess how a person performs in tasks that are not related to specialized knowledge or experience. These tests measure general ability (potential), such as the ability to acquire new knowledge, analyze different types of information (verbal, numerical, abstract, patterns, etc.), and solve problems.
Knowledge tests
These tests assess knowledge related to the execution of tasks in a specific role. This category includes, for example, IT skills tests for specific programming languages or foreign language proficiency tests.
Evalion and SHL’s extensive psychometric tools portfolio includes ability tests, personality questionnaires, knowledge tests, as well as many other tests and questionnaires. In addition, our experienced consultants can use the large database to design specialized tools or create customized reports based on an organization’s needs.
Selection of psychometric tools
When an organization decides to integrate a psychometric test into its selection and development processes, it must ensure it fully understands what the tool measures and how its results are correctly interpreted.
It is also important to select a tool that fits the needs of the process. Furthermore, the final selection of the test should always be made after evaluating the qualitative and technical characteristics of the tools. Not all psychometric tools are of equal quality and do not have the same predictive validity. The quality of a tool depends on its scientific background and the research on which its development was based.
The criteria that should be considered when evaluating a tool are:
- Reliability
- Validity
- Cost-effectiveness
- User experience
Frequently asked questions about psychometric tests
Which psychometric test is the best?
There is no single psychometric tool that fits all situations to be considered “the best”. There are many psychometric tools on the market, such as ability tests, knowledge and skills tests, personality questionnaires, and job simulation tests. Organizations should evaluate the effectiveness of a tool based on the purpose for which it will be used. It is important to understand what the tool measures and how its results are interpreted.
There are official criteria and guidelines for evaluating psychometric tests (e.g., Principles for the Validation and Use of Personnel Selection Procedures, 2003; Standards for Educational and Psychological Testing, 1999; International Guidelines for Testing, 2000). The psychometric tools provided by our company have been developed by specialized professionals and meet all scientific standards.
Although it is not simple, in order to choose the best psychometric tool you should consider the following criteria:
- Reliability/Validity: the accuracy and consistency of measurement and the extent to which results predict job performance.
- Adverse impact: whether certain population groups tend to score lower than others (e.g., minorities).
- Cost-effectiveness: the relationship between the cost of using the tests and the benefit gained from the results.
- Candidate experience: whether candidates have a positive experience completing the test.
These four criteria are critical for achieving the desired outcomes from a psychometric test. All must be considered and supported by appropriate data. Negative outcomes can affect an organization’s image, lead to poor decision-making, and result in discrimination in recruitment.
How are psychometric tests administered?
There are many factors and methods that must be considered to determine the most appropriate way to administer a psychometric test. Initially, psychometric tests were used in paper-and-pencil format and administered by trained personnel within the organization. However, due to the increasing use of psychometric testing, they are now mainly delivered via the internet. Organizations receive more applications than ever before, and therefore seek a more flexible, fast, and cost-effective way to identify the most suitable candidates.
Psychometric assessment in recruitment processes can effectively identify which candidates best match job requirements. Therefore, organizations use psychometric tools in the early stages of recruitment in order to reduce, in an objective and efficient way, the number of candidates progressing to more time-consuming stages such as interviews. As a result, online psychometric tools have become a standard methodology that helps organizations achieve better results while reducing time and resources in recruitment processes.
Do psychometric tools enhance recruitment processes?
Psychometric tests are often used as part of recruitment processes to help organizations select suitable candidates.
When properly applied, psychometric tools can significantly contribute to identifying candidates with the right skills for a role. When organizations invest in recruitment in this way, the benefit is multiplied, as reduced employee turnover also significantly lowers the cost of new hiring and training of new employees.
Also, when an employee is selected who has the required characteristics and skills for a role, their performance is higher and their job satisfaction is greater.
What questions are included in a psychometric test?
The questions in a psychometric test vary depending on the type of test and the measurement model used.
For example, a numerical reasoning test may include a table or graph with numerical data, a question, and 4 or 5 alternative answers from which the participant must choose the correct one.
Alternatively, in more modern psychometric tests such as SHL Verify Interactive cognitive ability tests, numerical data is presented but instead of selecting an answer, the participant is required to construct the answer by adjusting graphs. The absence of multiple-choice answers reduces the likelihood of guessing, making the measurement more reliable.
Another type of psychometric test is the occupational personality questionnaire. These questionnaires are designed to assess typical or preferred workplace behaviors.
There are two main measurement methodologies in personality questionnaires:
- based on rating scales
- forced-choice based
In rating scale questionnaires (Likert Scale), participants are asked to indicate their level of agreement with statements using a scale such as: strongly disagree, disagree, neither agree nor disagree, agree, strongly agree. Results from this type of questionnaire are considered easier to influence by participants.
In forced-choice questionnaires, participants choose between different statements or behavioral descriptions the one that represents them best. These types of questionnaires are more difficult to manipulate, therefore they provide more accurate results. The OPQ personality questionnaire belongs to this type.
Where can I find examples of psychometric tests?
There are many different types of psychometric tools, such as cognitive ability tests, personality questionnaires, knowledge tests, and simulation tests. You can read examples of tests and practice completing them free of charge at the SHL test preparation and career center.
How do I “pass” a psychometric test?
The recruitment process varies depending on the organization and the specific job role. Psychometric tests are used to identify candidates’ strengths and weaknesses in relation to job requirements. There is no general rule for passing a psychometric test, but there are some basic steps that can help.
Before starting a psychometric test:
- Make sure you understand what the test measures and how it relates to the job role.
- Familiarize yourself by completing practice tests if available. This will help you feel more relaxed and demonstrate your true abilities.
- If you have a disability, make sure the recruiter is informed so adjustments can be made if needed. Our tests include features to ensure equal opportunities for people with disabilities.
During completion:
- Read all instructions carefully and complete all examples.
- Do not assume what result the assessor wants to see, as this may lead to mistakes or inconsistencies. It is better to be yourself and answer honestly.
