{"id":513,"date":"2010-05-24T22:24:34","date_gmt":"2010-05-24T21:24:34","guid":{"rendered":"http:\/\/www.cdsireland.ie\/?p=513"},"modified":"2012-07-24T22:48:18","modified_gmt":"2012-07-24T21:48:18","slug":"discovering-the-value-of-psychometric-testing-2","status":"publish","type":"post","link":"https:\/\/cdsireland.ie\/index.php\/discovering-the-value-of-psychometric-testing-2\/","title":{"rendered":"Discovering the Value of psychometric testing"},"content":{"rendered":"

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Sunday Business Post – Linday Daly (June 2011)<\/h3>\n

Psychometric testing can provide a more accurate prediction of a candidate\u2019s suitability for a particular role.\u00a0 That is according to Eleanor Murphy, managing director of Career Development Services.<\/strong><\/p>\n

\u201cResearch has shown this method is far more reliable than an interview, for example\u201d, said Murphy.\u00a0 In agreement, it would seem, is the National Asset Management Agency (Nama), which recently confirmed that it was using psychometric assessment to help fill 28 new positions.<\/strong><\/p>\n

Nama is not unique in this.\u00a0 SHL Group specialises in aptitude and personality test for the workplace.\u00a0 A report it released last month on global assessment trends found that, of the 463 HR professionals it surveyed worldwide, 85% used tests as part of the hiring process.<\/p>\n

Such tests can assess cognitive ability and personality.\u00a0 There are also job-specific tests, which can be used to appraise a candidate\u2019s knowledge and their suitability for a particular job.\u00a0 The most common ability tests rate numerical and verbal reasoning abilities.<\/p>\n

Personality questionnaires are also popular as a means to determine a candidate\u2019s preferred behavioural style and how suitable they are to a specific work culture.<\/p>\n

What is it?<\/strong><\/p>\n

A psychometric test is an on-line or paper-based assessment, which is used to determine a person\u2019s abilities in the\u00a0 workplace.<\/p>\n

These tests are usually presented in multiple-choice format.\u00a0 The traits or aptitudes that are used include knowledge, abilities, skills and personality.<\/p>\n

Common examples of psychometric tests would be emotional or personality profiles and intellectual assessments.<\/p>\n

Ethical Standards.<\/strong><\/p>\n

Audrey Hughes, managing director of Principle HR, uses ability and personality tests to help her clients to hire new staff.\u00a0 In all, she has access to 1,000 separate online assessments.<\/p>\n

\u201cWe choose the most appropriate one for the client and the role, and often do it in conjunction with the hiring manager\u201d, she said.<\/p>\n

A member of the British Psychological Society, Hughes said it was important that psychometric tests were administered by qualified professionals, who could assess and interpret the results.<\/p>\n

In April 2006, the Psychological Society of Ireland published its own policy on the use of psychometric tests in Ireland.\u00a0 This called for tests to be used \u201cappropriately, professionally and in an ethical manner\u201d.<\/p>\n

Michael McDonnell, director of the Chartered Institute of Personnel and Developments Ireland, advised firms to use reputable tests and assessors.\u00a0 The most reliable psychometric tests are typically designed by occupational psychologists. \u201cIt\u2019s very easy now to download something from the web.\u00a0 We would caution very much against that type of approach, because while anyone can administer these profiles, it really does take a skilled person to assess the results,\u201d he said.<\/p>\n

Preparing to test.<\/strong><\/p>\n

Before companies opt to use psychometric testing as part of the recruitment process, McDonnell advised them to carefully consider their reasons for doing so.\u00a0 Ask yourself, \u201dwill the use of psychometric tests add value to the recruitment process? Do you have the resources needed to carry out psychometric testing effectively?\u00a0 Is the test relevant to the job specification?\u00a0 Consider also the stage at which the tests will be incorporated into the recruitment process.\u201d<\/p>\n

It would be time-wasting and non-beneficial to carry out psychometric testing on all candidates.\u00a0 The test shouldn\u2019t be used on their own, but in conjunction with competency-based \u2013based interviews, reference checks and on-the-job assessment\u201d, says Hughes.\u00a0\u00a0 While psychometric testing can be used to help fill positions at all levels-and within all functions-of an organisation, Hughes said it was generally more beneficial at mid-to-senior level.<\/p>\n

Cost and value<\/strong><\/p>\n

\u201cThe cost of psychometric testing varies widely.\u00a0 A basic test can be had for as little as \u20ac100.\u00a0 According to Murphy, however, you could expect to pay up to \u20ac500 for an all-in-one package, which could be used to test core behaviours and aptitudes, provide feedback to employers and candidates.\u00a0 Companies can measure the return on their investment in psychometric testing by assessing the performance of the candidates they have recruited, along with their attrition rates. When psychometric tests are used properly, you should be able to predict job performance and working style\u201d.<\/strong><\/p>\n

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  Sunday Business Post – Linday Daly (June 2011) Psychometric testing can provide a more accurate prediction of a candidate\u2019s suitability for a particular role.\u00a0 That is according to Eleanor Murphy, managing director of Career Development Services. \u201cResearch has shown this method is far more reliable than an interview, for example\u201d, said Murphy.\u00a0 In agreement, […]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-513","post","type-post","status-publish","format-standard","hentry","category-uncategorized"],"_links":{"self":[{"href":"https:\/\/cdsireland.ie\/index.php\/wp-json\/wp\/v2\/posts\/513","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/cdsireland.ie\/index.php\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/cdsireland.ie\/index.php\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/cdsireland.ie\/index.php\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/cdsireland.ie\/index.php\/wp-json\/wp\/v2\/comments?post=513"}],"version-history":[{"count":18,"href":"https:\/\/cdsireland.ie\/index.php\/wp-json\/wp\/v2\/posts\/513\/revisions"}],"predecessor-version":[{"id":546,"href":"https:\/\/cdsireland.ie\/index.php\/wp-json\/wp\/v2\/posts\/513\/revisions\/546"}],"wp:attachment":[{"href":"https:\/\/cdsireland.ie\/index.php\/wp-json\/wp\/v2\/media?parent=513"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/cdsireland.ie\/index.php\/wp-json\/wp\/v2\/categories?post=513"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/cdsireland.ie\/index.php\/wp-json\/wp\/v2\/tags?post=513"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}