It is a well established practice to conduct psychometric tests for the well being of an organization. Usually HR takes on tasks related to modus operandi for psychological measurement and evaluation of staff members. Psychometric tests make use of predesigned instruments that are now readily available online. Such tests appeal to modern day HR practitioners concerned with objectively measuring skills, knowledge, abilities, attitudes, personality traits, and educational levels of personnel.
Psychometric testing involves two essential functions – one the use of appropriate instruments, and two the deducements and evaluation in the wake of applying such tests. The truth is not many of us really understand how psychometrics works. Psychometrics is actually the science of educational/psychological testing. It attempts at probing the mind of an employee to evaluate defined variable aspects. However to most people psychometric testing remains a black box. Even so one gets a basic understanding of employee mindset which is what makes psychometrics important for organizations.
One really needs to know full well how such testing benefits the organization. The basic intention for implementation of psychometrics in any given organization is to process improvement in employee output based on outcomes of specially-designed testing instruments. Test scores are usually used to categorize candidates into groups – pass/fail , hire/non-hire, and below-basic/basic/proficient/advanced and so on.
Psychometricians document their assessment by determining the results through use of defined methodologies. Validity of responses is the evidence provided to support score interpretations. For instance they will interpret scores on a test to reflect knowledge of English, knowledge of numericals, personality types, reasoning powers and so to provide documentation and research supporting this.
Companies are likely to place some emphasis on numerical reasoning skills if they are considered important in ensuring a high performance in the given role. The allotted job profile would therefore expect one to have moderate to high numerical reasoning skills. Therefore an employee would be subject to numerical reasoning questions of a level of difficulty and complexity.
Verbal reasoning tests are designed to measure written verbal skills that assess one’s ability to quickly understand and efficiently convey work-related concepts and information. One needs the ability to comprehend and quickly filter through extensive amounts of work-related written data to identify critical issues to draw logical conclusions.
Finally an abstract reasoning test is to measure conceptual reasoning skills that refer to lateral thinking or evaluate fluid intelligence. It measures one’s ability to quickly learn new information, identify patterns in data, integrate complex information, and apply it to solve work-related problems. There is no dearth of test instruments that may measure employee intelligence is whatever it is that you are trying to measure. These tests are usually subject to multiple-choice questions that remains the popular mode for quizzing.
Often an organization may need to state very precisely what their expectations are from such psychometric tests. These are typically run as job analysis study to form quantitative, scientific blueprints for outcomes from different levels of employees. There is a whole lot of information on the internet dealing with the literature on how to make the most of such psychometric tests to evaluate potential and existing employees. HR uses them to the advantage of the organization by leveraging their knowledge of employees and guiding performances as per evaluation content.