So, welcome to our specialised psychometric test designs.

An Associate Fellow of the British Psychological Society, Rob Williams is a Chartered Psychologist with over 25 years of experience working and designing tests. He is also the author of five psychometric test design books and has worked for the leading global psychometric test publishers including SHL, Kenexa IBM, MBTI, CAPP and SOVA Assessment.

What are specialised psychometric tests?

These are specialized psychometric tests that help organizations profile employees. For example,

  1. Firstly, psychometric tests can assess the dark side personality traits. In this case the specialized psychometric tests are assessing negative personality constructs.
  2. Secondly, integrity tests focus on identifying prospective hires and individuals who tend to exhibit counterproductive behavior, helping them understand the value of integrity at the workplace.
  3. Thirdly, work personality tests assess individual differences based on preferences and work styles. These questionnaires may include questions posed as statements, such as “I always struggle to meet deadlines”, and the test-taker is required to choose their response from the various options (strongly agree, strongly disagree, agree, disagree, unsure).
  4. And then there’s verbal reasoning tests. With these specialized psychometric tests the test question might comprise a written passage followed by questions that are succeeded by response options, such as true, false, or cannot say, from which the test taker would choose the correct answer.

In fact, the types of questions that psychometric tests include vary depending on the test type and the measurement model adopted within the assessment.

How are specialized psychometric tests used?

So, in general psychometric tests are mainly used for:

  • Recruiting graduates in large numbers and for
  • Hiring more senior professionals.
  • Also for lateral hiring and for
  • campus recruitment.

What are the benefits of using specialized psychometric tests?

Specialized psychometric test designs:

  • Are very beneficial to various medium and large-scale organizations in hiring a competent blue- collar workforce.
  • Make it easier for employers to find prospective hires who are most suited to their work culture.
  • Can evaluate if there are traces of negative personality constructs in newly hired ones and existing staff.
  • Improve an individual’s self-awareness by focusing on a person’s underlying strengths and weaknesses.
  • Provide a holistic view of the prospect’s character and competence.
  • Furnish extensive details about candidates’ personalities, intelligence, abilities, skills, and behavior.

Two main types of specialized personality test design

  • Firstly, the type personality test.
  • The trait theory has shown a high correlation with on-the-job performance and, thus, is highly recommended in the workplace context.
  • Unlike the type theory, the trait theory considers situational factors that affect personality and finds the most proper behavior in specific circumstances, essential for high- stakes job roles.

How reliable are psychometric tests?

  • Psychometric tests are very reliable in predicting the test-taker’s performance.
  • Such specialist tests are an effective filtration tool because they can objectively evaluate applicants and help narrow down the talent pool.
  • However, a test would not be very reliable if it produces inconsistent and different results under similar circumstances.
  • Hence, it’s essential to choose the right psychometric assessment provider that provides highly reliable tests which predict the test-taker’s performance with utmost accuracy.

Why can’t specialist personality tests be faked?

  • Modern organizations conduct online psychometric tests using advanced assessment platforms to evaluate the personality, behavioral and cognitive skills of the candidates.
  • These platforms support a systematic online proctoring arrangement wherein the test-takers are monitored and regulated through technology tools such as a mic, webcam, and screen of the device, which is currently in use.
  • In addition, psychometric personality tests would be difficult for a candidate to cheat on as there are no right or wrong answers in these tests.
  • Similarly, aptitude tests are time- limited, meaning you can objectively measure aspects of a candidate’s mental ability within the set time frame.

How to use specialized psychometric tests for culture-fit

  • The question of when to administer a specialized psychometric test entirely depends upon organization- wide goals.
  • For example, most companies conduct these tests for various purposes, such as enhancing the efficacy of their recruitment, training and development and promotion decisions.
  • This is because psychometric assessments are good predictors of future job performance and person-organization fit.
  • Furthermore, psychometric assessments help hire the right fit, so it won’t hurt your finances if you invest some amount in attracting top talent.
  • Simply put, the cost of a bad hire is a lot more than conducting psychometric assessments.

Our other psychometric test design specialities

Next generation assessment Design  ~ Sift Design ~ School Aptitude Test Design ~ Skills Assessment designs ~ Leadership assessment designs

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