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Psychometrics Testing
Recruiting & Staffing
Psychometrics Testing
Exchange ideas about sourcing, screening, interviewing, finding passive candidates, measuring your results, and more.
I intend to introduce psychometrics testing in our company for selection of candidates. Does anyone in this forum have used psychometrics testing in their current job? If yes, can you please share you
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Forums » Topic Forums » Recruiting & Staffing » Psychometrics Testing
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Psychometrics Testing
posted at 10/28/2002 8:04 PM EDT
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Posts: 52
First: 6/18/2002 Last: 6/7/2008 |
I intend to introduce psychometrics testing in our company for selection of candidates. Does anyone in this forum have used psychometrics testing in their current job? If yes, can you please share your views / opinion about psychometrics testing.
Thanks, |
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Psychometrics Testing
posted at 10/29/2002 10:51 AM EDT
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Posts: 977
First: 12/25/2001 Last: 10/3/2010 |
We have over 25,000 employers using one or more of our assessments. What would you like to know? Our clients find them extremely helpful and profitable since hiring the right people is valuable competitive advantage. |
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Psychometrics Testing
posted at 11/6/2002 4:51 AM EST
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Posts: 66
First: 6/25/2002 Last: 11/13/2003 |
Testing is a great tool to use for high volume positions. Specifically, that type of a tool can help you to eliminate the "bottom of the barrel" candidates. And it be used to do this quickly and cost effectively.
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Psychometrics Testing
posted at 11/27/2002 7:33 AM EST
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Posts: 13
First: 5/16/2002 Last: 11/27/2002 |
Testing is a very effective selection tool (as mentioned by above by others). However for testing to be accurate (i.e., able to predict good performance) and to be legal, it will take an investment of time and money in the planning, administration and follow-up phases. Many companies that just buy tests without linking the tests to the actual job, and that don't ensure the accuracy of the test regularly, end up wasting money, time, losing good candidates, and occasionally legal ramifications. Bottom line: Testing is smart if you can invest the time and money.
[quote] On 2002-10-29 00:05, zanad wrote: I intend to introduce psychometrics testing in our company for selection of candidates. Does anyone in this forum have used psychometrics testing in their current job? If yes, can you please share your views / opinion about psychometrics testing. Thanks, [/quote] |
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Psychometrics Testing
posted at 11/28/2002 2:10 AM EST
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Posts: 977
First: 12/25/2001 Last: 10/3/2010 |
A preemployment assessment program is neither difficult to begin nor expensive to operate. Employers who use the job matching method, for example, assess the qualified to be hired job applicants to learn their degree of job fit. The higher the degree of job fit the more likely they are to become successful employees.
If a sales manager wanted to begin using the job matching program for a 30 person sales team, it can be up and running within a day or so provided the sales manager knows who are the top performers and if the sales people have access to the Internet and about an hour of free time. Hiring the wrong people is very expensive. Employers who use the "Business Costs and Impacts of Turnover" Excel spreadsheet tell us that the cost to replace an employee is from 50% to over 200% of annual salary for employees with an annual salary of less than $15,000 to more than $100,000, respectively. The program usually achieves an ROI well in excess of 1,000%. Users of job matching generally cut their turnover rates in half within a year and a half if their turnover rates are greater than about 15% per year. Bob |
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Psychometrics Testing
posted at 12/3/2002 2:24 AM EST
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Posts: 66
First: 6/25/2002 Last: 11/13/2003 |
I think what Rob was getting at in his post was that it is important to establish the validity of a test.
No matter what test you use it is advisable to establish that it is accurately predicting success in the job before you go to a full implementation. It's advisable for all of the reasons that Rob listed and because it's just good business to know that something works before you put your neck on the line and go to a full blown implementation. The way to ensure that it works is to perform a validation study with the testing tool you are going to use. Ryan |
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Psychometrics Testing
posted at 3/2/2005 3:26 AM EST
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Posts: 977
First: 12/25/2001 Last: 10/3/2010 |
To learn about pre-employment assessments I suggest reading, see below, "Testing and Assessment: An Employers Guide to Good Practices" from the U.S. Department of Labor (DOL), Employment and Training Administration, Office of Policy and Research (OPR), 1999.
To download the report enter the following web address into your browser... ipmaac.org/files/ONetasmtguide.pdf There is the usually www at the beginning of the web address. The following paragraphs are from the guide. -------------------- Use assessment tools in a purposeful manner. Use the whole-person approach to assessment. The practice of using a variety of tests and procedures to more fully assess people is referred to as the whole-person approach to personnel assessment. This will help reduce the number of selection errors made and will boost the effectiveness of your decision making. Assessment centers apply the whole-person approach to personnel assessment. They can be very good predictors of job performance and behavior when the tests and procedures making up the assessment center are constructed and used appropriately. Tests, inventories, and procedures are assessment tools that may be used to measure an individuals abilities, values, and personality traits. They are components of the assessment process. ! observations ! resume evaluations ! application blanks/questionnaires ! biodata inventories ! interviews ! work samples/performance tests ! achievement tests ! general ability tests ! specific ability tests ! physical ability tests ! personality inventories ! honesty/integrity inventories ! interest inventories ! work values inventories ! assessment centers ! drug tests ! medical tests In addition to abilities, knowledge, and skills, job success also depends on an individuals personal characteristics. Personality inventories designed for use in employment contexts are used to evaluate such characteristics as motivation, conscientiousness, self-confidence, or how well an employee might get along with fellow workers. Research has shown that, in certain situations, use of personality tests with other assessment instruments can yield helpful predictions. -------------------- If you are not using the whole person appoach, you may be missing vital information about the people you hire. If anyone wants to disagreee with the Guide's contents, I suggest you send your comments to the DOL. I didn't write the guide and I am not responsible for its contents. IMO the guide is an excellent resource for those who want to know about assessments. |
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Psychometrics Testing
posted at 3/10/2005 4:24 AM EST
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Posts: 148
First: 9/30/2004 Last: 12/12/2008 |
I believe that this site is used frequently for companies and consultants to market their products, which, in my opinion, is just as inappropriate as employees and students writing for advice.
Psychometrics can predict the success of groups, but are not individuals. Please read "The Cult of Personality," for more information on this subject. I have never found these instruments helpful in recruiting. |
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