The Different Forms of Psychometric Tests

The Different Forms of Psychometric Tests

Describe the different forms of Psychometric tests commonly used by

employers to assist in employee selection and comment on the

advantages and disadvantages of their use.

Since the beginning of civilization, employers have testing

prospective workers in order to select suitable candidates. Original

tests would have been a rigidly controlled standardized system of

examinations. However in 1883 Galton produced the first psychometric

tests to measure intellect, and his developed form of analysis still

form the basis of present day psychometrics. An increasing number of

employers now use psychometric tests as part of their selection

process. The tests are of two main kinds, personality tests and

aptitude tests. Personality tests are designed to measure personality

traits that may have an effect on your performance at work whereas

aptitude tests measure abilities such as verbal or numerical reasoning

skills. With terms to employee selection, these tests have varied

advantages and disadvantages. These tests provide employers with vital

information of the candidate’s personality, ability and behavioral

patterns however, these results may be invalid due to the candidate

feeling unwell, misreading the question, sabotaging or deliberately

setting out to create a false impression.

Employers use different forms of Psychometric test to assist in

employee selection. Psychometric tests can either be structured or

projective. Projective personality tests tend to come in the form of

ink blot tests such as the Rorschach test which is one of the best

known and most widely used projective personality te...

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...tion. Their uses in business, has increased significantly due to

employers recognizing their benefit in being able to pinpoint valuable

personality traits and abilities in candidates applying for

employment.

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