I am a HR Trainee for my organization. My first assignment is to design a psychometric test which would facilitate recruitment in terms of right person for the right job.
I couldn't help but read the entire discussion on "attitude". What I wanted to know was where lies the validity if a trainee has to design a test. Its easy to google and copy stuff from MBTI , PF 16 etc .
I wanted someone to tell me if a test I design is "valid"
and if it is right to compromise recruitment quality as against cost cutting involved in hiring consultancies that conduct such tests
From India, Mumbai
I couldn't help but read the entire discussion on "attitude". What I wanted to know was where lies the validity if a trainee has to design a test. Its easy to google and copy stuff from MBTI , PF 16 etc .
I wanted someone to tell me if a test I design is "valid"
and if it is right to compromise recruitment quality as against cost cutting involved in hiring consultancies that conduct such tests
From India, Mumbai
A definition of psychological tests
Psychological tests are tests which can be systematically scored and administered, which are used to measure individual differences (for example in personality, aptitude, ability, attainment or intelligence). They are supported by a body of evidence and statistical data which demonstrates their validity and are used in an occupational setting.
Other forms of testing may be designed in-house and include:
in-tray exercises
job sampling
team-building exercises
structured discussions.
Training in test use
The use of tests is generally categorised by the following activities:
commissioning the use of tests
applying tests and evaluating, interpreting and feeding back results
administering tests.
The individuals carrying out all or one of these tasks will need the relevant competence to enable them to perform effectively and ensure value for money from the use of tests. As well as the skills to administer and interpret a particular test, individuals must be able to understand what and how they are measuring if they are to use the results of tests successfully.
Establishing a policy on test use
Before using a test, users should consider:
whether it is appropriate to use a test at all and whether it will provide any additional relevant information
whether there are sufficient resources to justify the use of a test
when used for selection purposes, that tests are relevant to the job/person specification
at what stage tests should be incorporated into the decision-making process
who will choose, recommend and demonstrate the value of tests
equal opportunities issues
how the results will be used and what weight will be given to them for decision-making purposes
what their policy will be on confidentiality
who will have access to the results
how test results will be stored
the policy and provisions for giving feedback.
Test administrators should ensure that individuals receive:
advance notice that they will be required to take tests
notice of the duration of tests and whether this is significant in interpreting results
adequate time to allow them to make any practical arrangements to allow them to take the tests
access to an appropriate environment free from interference in which to take tests
adequate information about the requirements of each test they are required to complete, and the opportunity to question any arrangements before taking the tests
information on the arrangements for feedback.
Selecting psychological tests
Before finally selecting a test to use, which appears to be appropriate for their needs, users should ensure they receive satisfactory answers from the test suppliers to the following questions:
Issues to consider in the use of tests
Once these criteria and the decision to use tests has been taken there are a number of issues which are important to consider if the best value for money is to be achieved from the use of testing.
These issues include:
Feedback - feedback should always be given unless there are good reasons why this should not be the case. Before a test is carried out, candidates should always be informed about the arrangements for giving feedback.
Openness - candidates should always be aware that tests will be conducted and the procedure should be explained in advance.
Confidentiality - access to test results should be restricted to those with a genuine need to know. Candidates should be informed as to who will have access to their test results.
Screening - a single test should never be used for screening purposes although a battery of tests may be appropriate in, for example, shortlisting of applicants for employment. Personality tests should never be used for screening purposes.
Norms - only tests for which appropriate norm tables are available should be used.
Monitoring
Tests need to be thoroughly validated and standard tests go through statistical anlyses before they can be used. So if you are thinking of developing an in house test you need to be careful on this issue.
From Sri Lanka, Kolonnawa
32Psychological tests are tests which can be systematically scored and administered, which are used to measure individual differences (for example in personality, aptitude, ability, attainment or intelligence). They are supported by a body of evidence and statistical data which demonstrates their validity and are used in an occupational setting.
Other forms of testing may be designed in-house and include:
in-tray exercises
job sampling
team-building exercises
structured discussions.
Training in test use
The use of tests is generally categorised by the following activities:
commissioning the use of tests
applying tests and evaluating, interpreting and feeding back results
administering tests.
The individuals carrying out all or one of these tasks will need the relevant competence to enable them to perform effectively and ensure value for money from the use of tests. As well as the skills to administer and interpret a particular test, individuals must be able to understand what and how they are measuring if they are to use the results of tests successfully.
Establishing a policy on test use
Before using a test, users should consider:
whether it is appropriate to use a test at all and whether it will provide any additional relevant information
whether there are sufficient resources to justify the use of a test
when used for selection purposes, that tests are relevant to the job/person specification
at what stage tests should be incorporated into the decision-making process
who will choose, recommend and demonstrate the value of tests
equal opportunities issues
how the results will be used and what weight will be given to them for decision-making purposes
what their policy will be on confidentiality
who will have access to the results
how test results will be stored
the policy and provisions for giving feedback.
Test administrators should ensure that individuals receive:
advance notice that they will be required to take tests
notice of the duration of tests and whether this is significant in interpreting results
adequate time to allow them to make any practical arrangements to allow them to take the tests
access to an appropriate environment free from interference in which to take tests
adequate information about the requirements of each test they are required to complete, and the opportunity to question any arrangements before taking the tests
information on the arrangements for feedback.
Selecting psychological tests
Before finally selecting a test to use, which appears to be appropriate for their needs, users should ensure they receive satisfactory answers from the test suppliers to the following questions:
Issues to consider in the use of tests
Once these criteria and the decision to use tests has been taken there are a number of issues which are important to consider if the best value for money is to be achieved from the use of testing.
These issues include:
Feedback - feedback should always be given unless there are good reasons why this should not be the case. Before a test is carried out, candidates should always be informed about the arrangements for giving feedback.
Openness - candidates should always be aware that tests will be conducted and the procedure should be explained in advance.
Confidentiality - access to test results should be restricted to those with a genuine need to know. Candidates should be informed as to who will have access to their test results.
Screening - a single test should never be used for screening purposes although a battery of tests may be appropriate in, for example, shortlisting of applicants for employment. Personality tests should never be used for screening purposes.
Norms - only tests for which appropriate norm tables are available should be used.
Monitoring
Tests need to be thoroughly validated and standard tests go through statistical anlyses before they can be used. So if you are thinking of developing an in house test you need to be careful on this issue.
From Sri Lanka, Kolonnawa
Validity seems the prime cause of concern. Anyways am thinking I will apply the test on a sample of "performers" in the job. Then use it as a bench mark for the rest? .. I hope it makes sense.
From India, Mumbai
From India, Mumbai
Gayatri development of psychometric tests is not so simple. Its a job done by the professional. We need to remember that, if the tool is not good we may lose potential candidates.
You can just get a one time tool instead of going for invalid tests and the cost wont be much.
I can help you in checking the validation of the test also if prepared a tool.
Regards
Kiran
From India, Hyderabad
You can just get a one time tool instead of going for invalid tests and the cost wont be much.
I can help you in checking the validation of the test also if prepared a tool.
Regards
Kiran
From India, Hyderabad
I do understand that validity is an issue. Is why am looking out for help. I have discussed this with my boss a million times. I know there are various consultancies that go about with testing. But since this is my first assignment I guess I need to give it my best shot. The test is ready is going to implemented once I have chisseled out the finer qualities.
From India, Mumbai
From India, Mumbai
Understood your position. So is it possible to discuss about the test you prepared. The dimensions you covered and the competencies you want to check the candidates on ?
From India, Hyderabad
From India, Hyderabad
The test is for recruitment of sales people. Based on 6 personality traits. This is like a real simple test. Testing is based on 6 traits. From communication skills to inter personal skills. 6 options like "usually ,often ,sometimes ,occasionally ,rarely and never". Questions are in a form of statements for eg "I like to eat alone during lunch hours" . Interpretations i have taken a little from the FIRO - B method. From where I see it , It looks good. Infact my boss has approved it too. But validity is an issue thats haunting me everytime I look at the test. :x
From India, Mumbai
From India, Mumbai
I think the DISC profile is used by Thomas international? .. I wonder how much being certified in these courses cost ? ..
From India, Mumbai
From India, Mumbai
There are Different companies who work on DISC profiling. Thomas is one of them famous in india.
Thomas certification costs around 12 to 15K per nomination.
Once you are certified you can read the reports. You will be provided with a online account and also a dongle with units loaded. Its like prepaid sim card to the mobile.
From India, Hyderabad
Thomas certification costs around 12 to 15K per nomination.
Once you are certified you can read the reports. You will be provided with a online account and also a dongle with units loaded. Its like prepaid sim card to the mobile.
From India, Hyderabad
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Psychometrics - Tests & HR.pdf
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