Understanding Psychometric Assessments

By Cindy Hardy

Industrial Psychologist

www.cognit.co.za

Psychometric assessments are gaining increased momentum in the South African recruitment industry. Recruiters and Employers alike use psychometric testing during candidate selection and organisational development and promotional processes.

Although information gathered from psychometric assessments cannot be used in isolation to make these decisions, they provide candidates and employers with employment information beneficial to both Job Seekers and Recruiters.

 In this article we will explore what psychometric assessments are, how they are can be applied, their benefits and how Job Seekers can prepare for a battery of psychometric testing.

What is a psychometric assessment?

Psychometric assessments are tests, exercises or questionnaires, designed by psychologists, which measure cognitive, behavioural and personality constructs of an individual. Psychometric tests provide the assessor with information enabling or facilitating their decisions regarding selection, development or promotion of employees. The broad reference to 'constructs' means that an assessment is being made of someone's abilities, personality, values, motivations and their interests or preferences. Psychometric assessments may entail the measurement of just one construct, for example the occupational personality of the individual. While this is so, in most instances a battery of tests are applied.

This means that there are a number of assessment tools measuring a number of constructs so that a more holistic framework or profile may be obtained about the person. When a single assessment is applied, it is only likely to take between 20 and 60 minutes, depending on the assessment, whereas when a full battery is administered, these generally take between 3 and 8 hours.

The types of psychometric assessment:

Aptitude Tests - Aptitude tests are also known as ability tests.

These tests provide information about a person's ability to perform tasks and will also indicate the person's ability to learn and understand new tasks and information.

The most commonly used aptitude test is that of reasoning. Mental reasoning involves a number of facets and the assessment is likely to measure:

• numerical reasoning - which is the logical interpretation of numerical and statistical information,

• verbal reasoning - which is a critical evaluation of written information,

• comprehension and  grammar,

• abstract or spatial reasoning skills - which determines the ability to recognize patters

• Information checking skills - which measures attention to detail and ability to pick up errors

• Intelligence Quotient (IQ) - which measures overall capability to learn and master new tasks

Aptitude tests are usually timed so there is the added pressure of completing the assessment in a specified time limit and there are definite right and wrong answers. Most people immediately associate psychometric assessments with an IQ test, but in reality, organisations very rarely measure IQ as a construct. Employers prefer to measure the numerical and verbal reasoning skills (which are fairly generic skills required for most jobs), and where necessary add abstract reasoning or information checking, based on the actual position they are reviewing for.

Personality Inventories - these assessments are concerned with how you typically behave, the way you relate to others or the way you approach and solve a problem. They generally explore personality characteristics

which are relevant in the workplace.

The format of the inventory is usually a series of questions where you need to select your preference from the statements presented. It may also be word selections, where the individual selects the word which most appeals to them. There are no right or wrong answers in personality inventories and they only provide an indication of the individual's preference.

Personality inventories also typically entail measuring slightly broader work style matters such as your motivation, values, emotional intelligence (EQ), communication style, conflict management style etc.

Work style questionnaires generally look at factors such as:

• Interpersonal style, conflict style and leadership style

• Ways of thinking and behaving in different situations

• Stress coping mechanisms

• Interest and how the individual likes to carry out their tasks and duties

• Motivations, including energy levels and drivers

• Work values which is what the individual deem worthwhile in the workplace and job

• The interpretation of the individuals and others emotions, and

• Management style or communication.

Assessment Centre's - Assessment centres are where a battery of psychometric assessments are applied to candidates, along with competency based tasks which are observed by an assessor. These tasks/tests have been set-up to simulate the employer's business environment and the specific job for which they are assessing candidates. Assessments centres usually take a lot longer than just a battery of assessments and can last for 1 to 3 days where comprehensive assessments are being applied. The aim of the assessment centre is to uncover which applicant has the most suitable personal attributes, problem solving skills, general aptitude as well as which candidate would be the best fit from a organizational culture and structural point of view.

How do I prepare for psychometric assessments?

There are a few things that Job Seekers can do ahead of the psychometric assessment:

• Find out which type of assessments are going to be applied or administered.

• Find out how long these are going to take so that you plan accordingly.

• Find out how many of them are timed assessments.

• If there are numerical ability tests, find out if you can take a calculator in.

• Try to obtain some practice questions. Many assessors will have practice questions or you may even be able to find some tests/practice questions online on the internet.

• Make sure you know where you need to be and at what time so that you plan your route. Arriving late and stressed will not be conducive.

• Make sure you get a good night sleep ahead of the assessment and have something to eat beforehand.

Job Seeker Tips for During the Assessment:

Assessments may be done with an individual at a time, and this is more likely in an assessment centre scenario, but in most instances there are groups of candidates being assessed simultaneously. The assessor will commence the process by handing out test material (or ensuring this in on a screen if on-line assessments are being done) and will then provide the candidates with the necessary information. You should:

• Listen carefully to the instructions. If you need clarity on anything, ask.

• Each assessment, whether on-line or in a test booklet will have instructions as well. Read these and make sure you understand them.

• Ask whether or not there are time limits to the assessments. If so, try to plan your time utilisation, but remember that virtually no one completes all of the items in the timed assessment.

• If you get stuck on a particular question, don't spend too much time on it, skip it and come back to it.

• Specifically on paper-based assessment, make sure that you are responding to the correct question on the item booklet. Check every now and then that you are still marking your preferences or answers in the correct row i.e. which corresponds to the question you are answering.

• Don't fake good or bad. Many of the assessments have built in measures to assess where a candidate is responding too positively or negatively based on social norms. You also don't want to be untrue to yourself and then find that you are not happy in the job or the company.

• Remember that the results only reflect your performance on the day and this may be influenced by a number of factors. You are being assessed against the needs of one organisation, which does not mean you are not suitable for this type of job or this organisation, should you not be successful in the application or promotion.

The Benefits of Psychometric Assessments?

Benefits are derived by both the organisation and the candidate. These include:

• The candidate gaining insight into their work style and strengths.

• It adds to the fairness of the selection/promotions process as your success or failure does not just hinge on just a verbal interview.

• Candidates can utilize their feedback for development purposes or to apply for other jobs where organisations may not use assessments. This given prospective employers more information about you to aid their decision-making process.

• With the recruitment and training process being expensive, psychometric assessment are designed to assist the employer gauge whether or not a candidate's skills and behavioural style makes them suitable for a specific role. The tests can reveal, with a great deal of accuracy, information about the applicant's suitability. Organisation should however not use psychometric assessments in isolation for their decisions given that the assessment only reflects the candidate's performance on that given day.

• Research has shown that good psychometric assessments reduce recruitment costs and reduce the time it takes a new recruit to become fully effective. In other words, it can impact the bottom line with a positive return on the investment.

• For development purposes, Job Seekers and Employers can put together more tailored and comprehensive development plans which support career and personal development.

• Psychometric Assessments may allow for the identification of potential which neither the candidate nor the employer realised. It can open new avenues of development and/or new career paths.

Psychometric assessments can add value to the selection, development and promotional process, for the prospective/current employer as well as for Job Seekers. See the assessment as an opportunity to learn more about yourself and the job for which you are applying. Insight can only stand one in good stead. Assessments provide you with information which can validate your decisions, create new opportunities, highlight development areas and reinforce your strengths.

About the Author

Cindy Hardy as a Masters degree in industrial psychology and is an industrial psychologist registered with the Health Professions Council of South Africa. Cindy spent over 15 years in the corporate world, specifically in the HR arena and also headed up HR departments for large local and global organisations. Thereafter she went into private practice and established her organisation, Cognitive Dimensions, which provides integrated human capital solutions for corporates.

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