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Psychometric testing is a contentious
issue at the foreground of the recruitment process for many
companies. Research has shown that psychometric tests can
be a very good indicator of future performance on the job,
but they may also be a red herring. Del Hunter (Group
Training & Development Manager ), recently attended
a lecture on the use and abuse of psychometric profiling by
Professor Adrian Furnham (lecturer of Psychology, University
College, London). Professor Furnham stated in his opening
remarks that "the increase in popularity of psychometric
testing can be attributed to the fact that high unemployment
figures brought with it a need for fast and cost effective
selection methods to deal with the hundreds of applicants".
However, the corresponding increase in the use and accessibility
of psychometric tests has brought with it a barrage of criticism
levelled, not only at the validity of the tests, but also
at the abuse in their administration and interpretation of
test results. Professor Furnham addresses the validity of
criticism by noting that "even though an individual faking
answers on a psychometric test could seem to cause a problem,
it shouldn’t threaten a strong psychometric test’s validity
because the test should incorporate a lie scale to verify
the honesty of the individual". (Some tests use a comparative
measure scale forcing them to choose between two answers,
deviation from the previous answer may indicate a propensity
to lie). The latter, Del Hunter adds, can be used as a form
of honesty testing (see ATH-1) and is an invaluable aid when
recruiting for teams requiring high degrees of social interaction
or autonomy.
A test's validity (whether it actually measures what it is
reported to measure) depends upon the existence of data available
in helping to formulate a selection criteria for measuring
the job performance. Del Hunter believes that providing essential
data, such as a full person specification, ensures that the
right measurements are being used and emphasises the behaviour
characteristics needed to perform the task or job.
The second level of criticism with regard to psychometric
testing stems from the accessibility of these tests in the
market place. In other words, are line or personnel managers
qualified to administer these tests and interpret results?
There is no law governing the purchase and use of these tests.
Some suppliers of psychometric tests (such as Executive Profiles,
SHL or The Testing Agency), sell products only to qualified
individuals certificated by the British Psychological Society
(BPS). This is a form of control, albeit limited. Peter French,
Managing Director of SSR Personnel Services, adds that "we
advocate the BPS standards as an assurance of quality."
Psychometric assessment can provide objective and relevant
information on a person’s current abilities or a person’s
aptitude in developing further competencies. This is useful
when recruiting new people for a position who possess little
or no previous experience. In a low paid or changing environment,
i.e. the security industry, this information can prove an
invaluable aid to selectors by reducing the risks often associated
with the placing of an unsuitable person into an organisation.
There are no laws directly governing the use of psychometric
testing, many end users and the product suppliers have fallen
foul of anti-discrimination legislation. It is a simple mistake
to make and just as easily avoided. To avoid falling foul
of the law, Select Security Recruitment issue five steps to
line managers: (1) be clear about the reason for using the
test(s); (2) ensure that the validity includes English measurements
that will not adversely affect the differing sectors of society;
(3) ensure that the person specification used to select the
test is up to date and relevant; (4) always have the test
supplier demonstrate, to your complete satisfaction, the link
between performance on the test and performance on the job;
and (5) do not use the test as a rule, use it as one indicator
supported by other evidence (e.g. other interviews).
One way in which the issue of test validity is being overcome
is through the use of assessment centres providing
management or task related simulation exercises. "Independent
assessment centres have proved to be extremely valid due to
the high cost involved in setting up and running in-house
centres" states Graham Bassett (Director of SSR’s Sales
Recruitment Division). He adds that, "whilst these are
becoming more popular within sales recruitment, especially
among companies recruiting new managers, the majority of centres
we are being asked to run are still based upon traditional
job roles. Few companies are looking at the shifting emphasis
required for modern company structures such as ability to
learn new disciplines and motivation techniques."
Psychometric testing and assessment centres are not cheap,
obtain professional guidance before using tests or questionnaires.
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