PSYCHOMETRIC ASSESSMENT
[Link]
What is a
psychological
test
A psychological test is an objective
and standardized measure of a
sample of behaviour from which
inferences are drawn as to
future behaviour or
performance. It is used to measure
the abilities, aptitudes, interests,
intelligence and personality of an
individual in quantitative terms.
Tests are used in business mainly for
three purposes – (i) the selection
and placement of new employees;
(ii) appraising employees for
promotional potential and (iii)
counseling employees.
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◦ The roots of testing are lost in antiquity. In the
Chinese empire, the system of civil service
examinations prevailed for some 2,000 years Historical
(Bowman, 1989). Talking about the ancient Greeks,
there have been accounts of testing being an Antecedents
established adjunct to the educational processes.
They were used to test the physical as well as
intellectual skills (Doyle, 1974). Since the Middle
Ages, the European universities have depended on
formal examinations for granting students with their
degrees and honours.
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◦ James McKeen Cattell is one of the most important people
in the development of psychological testing. His work was
merged with the science of experimental psychology and
the testing movement. In an article written by Cattell in
Historical
1890, the term ‘mental test’ was used for the first time in
psychological literature. The article talked about a series of
Antecedents
tests that were being conducted every year to determine
the intellectual capabilities of the college students.
◦ In 1983, at the Colombian Exposition held in Chicago,
Jastrow invited people to his exhibit to test their sensory,
motor and simple perceptual processes. Kraepelin, who was
mostly interested in clinical examination of psychiatric
patients, developed a long series of tests to measure the
basic factors involved in characterisation of an individual.
In these tests, we can recognise the trends that were
eventually to lead to the development of the famous Binet
intelligence scale.
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◦ In the early 20th century, Binet was appointed to
study procedures for the education of retarded
children by the Ministry of Public Instruction. It is to Historical
this study that Binet along with Simon, developed
the first Binet-Simon Scale. Antecedents
References:
Anastasi (1965)
F. L. Goodenough (1949)
J. Emerson (1926)
Kovach (1972)
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Proper assessment -
suitability of candidates for Advantages
various jobs
of Test
Objective Assessment
Uniform Basis
Selection of Better people
Labour Turnover Reduced
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Disadvantages of Tests
BIAS FEAR OF
EXPOSURE
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Types of tests
◦ Graphology - Graphology is the ‘science’ of being able to determine certain character traits of an individual by
their handwriting. France is one of the few countries worldwide still using graphology in the employment process,
where it is roughly estimated that 50% of companies still use handwriting analysis.
◦ Draw a person in the rain - This test aims to build a personal profile based on one’s drawing habits. The task –
to draw a picture of a person standing in the rain. Easy, right? Rather than testing one’s artistic prowess, this test
looks at aspects of size, composition, pen pressure, and time taken to determine what kind of traits you have. To
many of us, this might sound like a crazy solution for rooting out the best candidates, but it is common practice in
Argentina, where psychological testing is held in high regard. In fact, a recent survey revealed that Argentinian
employers use psychological tests in 24.6% of all interviews.
◦ Rorschach test -The Rorschach test, or ‘inkblot test’, is one of the most famous psychological tests conceived.
Using 10 ambiguous shapes created out of coloured inkblots, it asks the participants what they see in the
shadowy smudges on the paper. Popular in the 1960s, it is rarely used in the recruitment process today. However,
it still has a major following in countries such as Japan – The Japanese Rorschach Society is by far the largest in
the world.
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Test conductor’s role
Possible barriers
Core competencies
Characteristics of that could confront History of past
for the position
the position the successful incumbents
and the company
candidate
Possible career
Culture of the Short- and long-
Culture of the path for the
team surrounding term expectations
organization successful
the position of the position
candidate
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Most testing
reports will
address the
following topics:
•General intellectual level and
problem-solving style
•Emotional maturity and
personality
•Interpersonal style
•Management style or selling
ability
•Decision-making and
organizational skills
•Leadership competencies
•Ambition and aspirations
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Types of
Psychological tests are
useful tools to identify
the best people for your
A standardized
psychological test is a Psychological
scientific tool that
company. They should
be used with other
selection methods such
measures different
characteristics of a Tests
person: cognitive
as work samples and
abilities, aptitudes,
structured job interviews
personality, motivation,
to predict a candidate’s
etc.
future performance.
The specific tests to
administer for
The most common
recruitment and
psychological tests used
selection purposes
in recruitment and
should be chosen with
selection are cognitive
the help of an expert
ability tests and
industrial and
personality tests, but
organizational
there are other types of
psychologist (business
tests as well.
psychologist) in order to
avoid mistakes.
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Cognitive ability tests
Cognitive ability tests have the
Cognitive ability tests measure:
highest validity in predicting
numerical, verbal, spatial,
future performance according
mechanical, inductive. and
to some studies (Ryan and
deductive reasoning abilities. Some common cognitive ability
Tippins, 2004). This means that
So-called intelligence tests are tests include:
cognitive ability tests can
included in this category. IQ
predict future performance
tests measure general mental
better than personality or
ability.
integrity tests.
DAT-5 (Differential Aptitude
GAT-2 (General Ability Test) Raven matrices
Tests)
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Personality tests helps recruiters and hiring managers
assess the compatibility of candidates’ personality and
open positions.
Personality
tests
For instance, a skillful salesperson should be
extroverted, persistent, and determined. A good
accountant should be analytical and precise.
Some studies suggest that the personality trait that
predicts future performance the best is
conscientiousness (e.g., organization, accuracy,
precision, reliability).
One of the most valid and reliable personality tests
used in recruitment and selection is BFQ (Big Five
Questionnaire), or BFQ-2.
BFQ identifies five personality factors: openness,
conscientiousness, agreeableness, extraversion, and
neuroticism.
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Other
psychological
tests
Apart from cognitive ability
tests and personality tests,
other psychological tests
for recruitment and
selection include integrity
tests, motivation tests,
and values tests. There are
specific tests for the
assessment of salespeople
as well.
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Psychometric
Assessment and
the Modern-Day
Workplace
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Chevron in Singapore
For example, energy company, Chevron in Singapore, uses colors as a personality
indicator of their employees.3 The traits of the four different E-Colors are:
Red — doer and director
Green — thinker and analyzer
Yellow — influencer and socializer
Blue — relater and supporter
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The Dover Test©, based in South Africa, is a
computer-generated test of operator skills with
indicators of trainability4, such as :
The Dover
Eye-hand coordination
Test©,
Concentration and attention
Reaction time and behavior
Insight and basic coordination
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It reduces socially desirable responding, The Future of
where candidates respond based on Psychometric Testing
what they think the employer wants to in the Workplace:
hear. Testing in a Digital Era
It minimizes the effect of lack of self-
awareness in the prospective employee
as he or she may be unaware of his or
her own internal processes.
It reduces test anxiety that some
prospective employees may experience
in a traditional testing environment.
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Gamification of psychometric testing
in the workplace around the world.
◦ United States
Deloitte customized a "game" which places potential employees in real life work situations at the
firm. The 20-minute online game incorporates videos and tasks from real Deloitte employees based
on scenarios that occur regularly in the workplace. The game serves as the first round of the
selection process and follows the same principals as traditional psychometric testing commonly used
by large consulting and professional firms and allows employers to assess candidates' performances.
It's flashy to attract graduates who are applying for positions with multiple employers. According to
Deloitte: “It's highly competitive, and we feel this is not innovating for the sake of innovating, but we
do feel that it's reflective of our environment. Having a boring, lengthy process that has no real
connectivity to what they'll be doing at the firm is not ideal. We absolutely wanted to address that.” 6
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New Zealand
◦ New Zealand
Companies are using gaming environments that simulate an employee's first day in the office.
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Australia
◦ Australia
Big Four accounting firm KPMG implemented gamified testing last year. As a result, they found a 79
percent reduction in applications that had to be individually reviewed and a 58 percent reduction in
the numbers who got through to final interview sessions.
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Hungary
◦ Hungary
◦ A company (PwC) created a game called "Multipoly” that where job seekers have to perform tasks
using skills that the company is looking for — digital competency, business acumen and relational
skills.
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Gaming environments that mimic existing
games and app
◦ In the United Kingdom, some major companies are using a suite of games that mimic “Angry Birds”
style of environments to incorporate psychometric testing. According to the game developers: “Our
psychometric games have been designed to measure dimensions of the Big Five personality
framework, specific cognitive functions and General Mental Ability (GMA).” Their games include:
• Firefly Freedom — measures innovation by asking players to catch fireflies to provide light for their
family during the winter
• Cosmic Cadet — measures resilience and problem-solving, as the player navigates a spaceship
through space
• Yellow Hook Reef — measures general ability, such as verbal, numerical and abstract reasoning
◦ Another type of gaming environment mimics dating-app Tinder, where candidates are matched with
their ideal work environment. It is called Debut — for career placement. 7 Candidates are typically
comfortable sharing data and photos as they are accustomed to doing so on social media. One user
commented that “It is a bit like Tinder — you swipe right and instead of getting a date, you get a
job.”
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OTHER PSYCHOLOGICAL TESTS IN
HIRING
◦ 1. Coati test
◦ The name “Quati” is an abbreviation for Typological Evaluation Questionnaire. The purpose of
this test is to understand the person's personality through 6 questions, with 15
alternatives each one.
◦ Depending on the pattern of responses given for the situations presented, it is possible to identify:
• whether the candidate is more introverted or extroverted;
• is taken decisions based on reason or emotion, for example.
◦ Knowing these traits is important to check the candidate's alignment with the requirements of the
vacancy and with the job description.
◦ Due to its nature, this psychological test of companies can also be used to evaluate job promotions
or changes in the area of professionals already hired
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◦ . Palographic test
◦ Another type of psychological testing that is effective for discovering personality traits is the
palographic test. Common in psychotechnical assessments, he asks the candidate draw parallel
lines on a sheet of paper.
◦ The results are measured from the characteristics of the drawn lines, such as line spacing and
direction
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◦ 3. Concentrated Attention Test (CA)
◦ Among the types of psychological tests for companies, Concentrated Attention is the most useful
for measure the professional's focus.
◦ On a sheet with several triangles of different sizes, distributed in a disorderly manner, the candidate
needs to identify model images that occupy a rectangle. If the person is nervous or paying attention
to what happens around them, completing the task becomes much more difficult.
◦ This test can be applied as a group or individually, and is widely used for jobs that require total
concentration, such as copywriters and telephone operators.
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◦ [Link] test
◦ Also known as Z test, this method was created by a Russian officer named Zulliger during World War
II. The aim was to find out which men were able or not to participate in the army.
◦ The psychological test consists of presenting candidates with images of spots distributed on three
projection boards. Through the interaction with these spots it is possible to discover primitive
aspects of:
• personality;
• affectivity;
• relationship.
◦ The purpose is not to discover profound characteristics, but to assess whether the person needs to
undergo a more in-depth personality test.
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◦ 5. Time management test (ADT)
◦ As the name implies, the test ADT was created to find out if the person is proactive and knows how
to perform good time management at work.
◦ They are 96 questions distributed in 16 categories, all directly or indirectly related to the
management of working hours.
◦ In this way, it is possible to know clearly what is the productivity level of the candidate and how
much time he wastes in his activities.
◦ The psychological test can also be adapted to group dynamics, simultaneously analyzing time
management techniques and the quality of teamwork.
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◦ [Link] of reasoning tests
◦ The battery of reasoning tests is one of the most common types of psychological tests in
organizations. It is very useful to identify whether the behavioral profile of the candidate and the
vacancy are in line.
◦ The test consists of a series of logical reasoning issues of different types, such as images,
patterns, numerical sequences and simulations of real situations.
◦ A satisfactory result indicates that the professional has an adequate profile for problem solving
positions in general, revealing a strong trait of his vocational orientation.
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◦ 7. Lipp test
◦ Employee stress is one of the main difficulties faced by professionals and companies today.
◦ As it is one of the main causes of departure in organizations, it is important to identify the
predisposition or occurrence of this problem in candidates, in order to avoid future problems.
◦ O Lipp test it was created precisely to discover how professionals deal with stressful situations,
especially in positions with a high level of demand.
◦ Your application is valid, but remember that it is also the role of HR to implement measures to make
the work environment less stressful, thus increasing team satisfaction.
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Projective tests
◦ What are projective tests used for?
◦ Projective tests are used to measure personality. Subjects are shown ambiguous images or asked open-ended
questions, and their answers give interviewers insights into the person's unconscious attitudes and beliefs.
◦ What is the main problem with projective tests?
◦ Projective tests are not standardized, and answers are open to interpretation. As a result, the test results are
not valid, meaning they don't measure what they claim to measure, or reliable.
◦ What is a projective test in psychology?
◦ A projective test is a personality test in which subjects are shown ambiguous images and asked to interpret
them. The subjects are to project their own emotions, attitudes, and impulses onto the image, and then use
these projections to explain an image, tell a story, or finish a sentence.
◦ What is the most famous projective test?
◦ The Rorschach Inkblot Test is the best known projective test, and it is also the first test of its kind developed.
Subjects are shown series of cards with inkblot images and asked what the images could be.
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Projective test
◦ A projective test is a personality test in which subjects are shown ambiguous images or given
situations and asked to interpret them. The subjects are to project their own emotions, attitudes,
and impulses onto the stimulus given; and then use these projections to explain an image, tell a
story, or finish a sentence.
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Rorschach Inkblot Test
◦ The Rorschach test is a projective psychological test in which subjects' perceptions of inkblots are
recorded and then analyzed using psychological interpretation, complex algorithms, or both. Some
psychologists use this test to examine a person's personality characteristics and emotional
functioning. It has been employed to detect underlying thought disorders, especially in cases where
patients are reluctant to describe their thinking processes openly.
◦ The test is named after its creator, Swiss psychologist Hermann Rorschach. The Rorschach can be
thought of as a psychometric examination of pareidolia, the active pattern of perceiving objects,
shapes, or scenery as meaningful things to the observer's experience, the most common being faces
or other pattern of forms that are not present at the time of the observation.[5] In the 1960s, the
Rorschach was the most widely used projective test.[6]
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Importance of projective techniques
◦ Exploring the unconscious
◦ Understanding emotions and attitudes
◦ Overcoming social desirability bias
◦ Stimulating creativity and imagination
◦ Enhancing qualitative research
◦ Facilitating therapeutic processes
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PEN PAPER TESTS
◦ Pencil-paper tests in psychology have long been a cornerstone of psychological assessment. These
tests, often administered on paper with a pencil or pen, play a vital role in understanding various
aspects of human behaviour and cognition.
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Types of Pencil-Paper Tests
◦ Pencil-paper tests encompass a wide array of assessment tools tailored to assess various psychological constructs. Let's
explore the diverse types of pencil-paper tests used in psychology.
◦ Intelligence Tests
◦ These tests, like the Wechsler Adult Intelligence Scale (WAIS), assess an individual's cognitive abilities and problem-solving
skills.
◦ Personality Tests
◦ Instruments like the Minnesota Multiphasic Personality Inventory (MMPI) help psychologists evaluate an individual's personality
traits and mental health.
◦ Neuropsychological Tests
◦ Tests like the Boston Naming Test assess cognitive functions in individuals with brain injuries or neurological disorders.
◦ Aptitude Tests
◦ Assessing an individual's potential to acquire certain skills or perform specific tasks, examples include the SAT and GRE exams.
◦ Projective Tests
◦ Tests like the Rorschach Inkblot Test explore an individual's unconscious thoughts and feelings through open-ended stimuli.
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ADVANTAGES
◦ Writing is easier if you can’t type fast or are error-prone
◦ Less distraction within the test venue
◦ You don’t need good overall computer skills
◦ Staring at a screen can get tiring
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FEW MORE
MODERN DAY
TESTS
EYESENCK
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◦ The Eysenck Personality Inventory (EPI) measures two
pervasive, independent dimensions of personality,
Extraversion-Introversion and Neuroticism-Stability, which
account for most of the variance in the personality domain.
Each form contains 57 “Yes-No” items with no repetition of
items. The inclusion of a falsification scale provides for the
detection of response distortion. The traits measured are
Extraversion-Introversion and [Link] you fill out
Eysenck’s Personality Inventory (EPI) you get three scores.
• The ‘lie score’ is out of 9. It measures how socially
desirable you are trying to be in your [Link] who score
5 or more on this scale are probably trying to make themselves
look good and are not being totally honest in their responses.
• The ‘E score’ is out of 24 and measures how much of
an extrovert you are.
• The ‘N score’ is out of 24 and measures how neurotic you are.
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◦ In his explorations of personality, British psychologist
Raymond Cattell found that variations in human
personality could be best explained by a model that
has sixteen variables (personality traits), using a
statisical procedure known as factor analysis. 16 PF
Following this discovery he went on to create and
promote the 16PF Questionnaire. This test uses a
public domain scales from the Internation Personality
Item Pool to measure the same traits.
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16 PF
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FUNDAMENTAL
INTERPERSONAL RELATIONS
ORIENTATION-BEHAVIOR™
ASSESSMENT
The FIRO-
B® (Fundamental
Interpersonal Relations
Orientation-Behavior™)
instrument helps
individuals understand
their behavior and the
behavior of others. With
the insights of an
individual’s interpersonal
needs it can help
improve workplace
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Key Benefits
•Creates an opportunity to effect behavioural
change quickly by providing specific insights into Key Benefits
people’s interpersonal needs
•Identifies existing communication and
interpersonal dynamics that affect leadership
success – helping people overcome or prevent
issues
•Details strengths and development
recommendations for improving leadership
performance
•Supports effective leadership development, one-
on-one coaching, communication and team
effectiveness and performance
•Work as stand-alone tools or can be combined with
other tools, such as the MBTI® instrument, to
provide a comprehensive view of personality,
interpersonal needs and behaviour
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Applications
The FIRO® assessments are ideal for a wide range
of applications, including the following:
•Team building—to accelerate the team formation
Applications
process and allow members to overcome barriers
and progress to higher levels of performance
•Leadership and executive development—to
identify leadership styles and help leaders unlock
greater team performance by meeting the
interpersonal needs of managers, peers, and direct
reports
•Relationship building—to ensure that
employees get the most out of working
relationships by helping them understand how to
meet the interpersonal needs of customers and
stakeholders
•Professional development—to increase
employees’ self-awareness for better
understanding of how their positive behavioural
changes boost morale, productivity, and
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engagement
•Conflict management—to improve skills for
Psychological tests, especially cognitive
ability tests, are useful tools to predict
candidates’ future performance.
Conclusion
They should be used with other tools,
such as job interviews and work samples,
as an additional source of information.
To choose, administer, and interpret
psychological tests, hire an industrial and
organizational psychologist, or business
psychologist.
They are qualified to administer these
tests for recruitment and selection
purposes. They can help you avoid
mistakes and hire the best candidates for
your organization.