While many executives and mid-level managers may pride themselves on an ability to size up job candidates, just as many are often surprised that their instincts did not pan out as hoped. Over the decades, businesses have turned to the science of psychology — with its emphasis on testing and measurement — to obtain more precise assessments of prospective employees. Techniques to evaluate cognitive function, predict behavior and examine personality fall into the realm of psychometric testing. Refined and perfected over time, psychometric testing sis still evolving. New insights and technology hold out the promise of greater accuracy and more dependable recruiting.
Kinds of Psychometric Tests
Two broad categories embrace psychometric tests. One focuses on cognition and aptitude while the other engages personality and temperament. The former evaluations include abstract problems (including shapes and pattern discernment); verbal competence and logical thinking; as well as numerical analysis and critical thinking. The second grouping of tests intends to assess personality and behavioral patterns. Measuring emotional intelligence and personal reactions, this sort of test — unlike the first kind — is administered without timer. Will these two groupings remain intact as knowledge increases and perspectives change? Or will human resource recruiters see a paradigm change?
New Advances in Psychometric Testing
Revised and adjusted psychometric tests do not necessarily replace older versions. Instead, they are developed to get optimal normative data, i.e. baseline standards for a specific population; pertinence of the variables applied; and the simplicity and efficiency of conducting the test. These developments include:
1. Smartphones may augment or replace more traditional computer technology in the realm of assessment and data analysis.
2. Premier testing services will be directly accessible by consumers and made more widely available.
3. Research in neuroscientific aspects of personality will help to ascertain the most significant differences among job candidates.
4. The prevalence of “digital badging” will increase. In other words, candidate achievements will be openly available online for human resource and hiring managers to consider, in some cases making other assessment techniques superfluous.
5. New devices to be worn by employees will transmit information — previously obtained through testing — to human resources departments and supervisors.
As with so many professionals who must confront technological progress, business psychologists will need to determine whether these are useful tools or ominous threats. Positive news is that reputable services like Thomas Psychometric Testing embrace the progress while retaining the benefits of a trained and experienced staff. In so doing, they serve the future of psychometric testing.
