Psychometric testing is generally a scientific term used to measure the mental capabilities and behavioural style of the person under testing. When we refer to psychometric testing or psychometric assessment we refer to tests, profiles or a combination of the two which then allows us to form a stronger understanding of a candidates’ job suitability. Psychometric testing has been in use for years. The French government assigned a psychologist ’Binet’ to develop a system of measuring intelligence for children in the early 1900’s . Since then, this system has been used to find out if a child has a learning disability in order to provide the child with suitable assistance.
Psychometric tests can assess attributes that are not measured by other …show more content…
Candidates may not answer the questions truthfully, also success is not guaranteed simply because the candidate does well. This is the case when assessing the candidates’ personality. There are several tests that claim to be psychometric tests but in fact are not. As stated in the text book “the use of psychometric tests in counselling and stress management, Wendy Lord (1993)”, “any psychometric tool worthy of the name will have been scientifically developed to measure a clearly defined area of human behaviour”. Some of the very first psychometric tests were the self - administered and pencil tests at the very beginning of this century. These tests were made to deal with huge quantities of people quickly. As “Bech” and “Steer” have stated, “past research with cognitive therapy has shown that the cognitive distortions underlying hopelessness are generally very amenable to change it they are elicited and …show more content…
It can also be used so both the client and councillor have the same view of the problem. A view of the clients character will also be perceived with councillors looking at how they interact with others, how do they contribute to a team and what values do they hold. Psychometric assessments can give information in these areas and also the clients own mental state. An example of a used assessment in a workplace is one used to measure occupational stress. An objective assessment instrument known as an “OSI” or “Occupational Stress Indicator” explores stress at home and how people are coping with it by asking seven different questionnaires with the indicator providing answers to four. These four questions are:
1. What stress effects are currently being experienced?
2. In what ways does the general behaviour of this group or individual increase the stressful nature of demands being made?
3. What aspects of the organization and the job roles within it are perceived as
Psychometric tests can assess attributes that are not measured by other …show more content…
Candidates may not answer the questions truthfully, also success is not guaranteed simply because the candidate does well. This is the case when assessing the candidates’ personality. There are several tests that claim to be psychometric tests but in fact are not. As stated in the text book “the use of psychometric tests in counselling and stress management, Wendy Lord (1993)”, “any psychometric tool worthy of the name will have been scientifically developed to measure a clearly defined area of human behaviour”. Some of the very first psychometric tests were the self - administered and pencil tests at the very beginning of this century. These tests were made to deal with huge quantities of people quickly. As “Bech” and “Steer” have stated, “past research with cognitive therapy has shown that the cognitive distortions underlying hopelessness are generally very amenable to change it they are elicited and …show more content…
It can also be used so both the client and councillor have the same view of the problem. A view of the clients character will also be perceived with councillors looking at how they interact with others, how do they contribute to a team and what values do they hold. Psychometric assessments can give information in these areas and also the clients own mental state. An example of a used assessment in a workplace is one used to measure occupational stress. An objective assessment instrument known as an “OSI” or “Occupational Stress Indicator” explores stress at home and how people are coping with it by asking seven different questionnaires with the indicator providing answers to four. These four questions are:
1. What stress effects are currently being experienced?
2. In what ways does the general behaviour of this group or individual increase the stressful nature of demands being made?
3. What aspects of the organization and the job roles within it are perceived as