What are psychometric assessments? Why do we use these and who uses these?
All over the world, when you apply for a job you can now expect to be asked to complete some sort of personality assessment by ticking a few boxes on a piece of paper. More and more companies have started using methods like personality assessments, ability tests and the good old IQ test to help them decide on the best candidate for the job. But are these tests valid? Do they really measure what they say they do and how well? How can these tests benefit you as a job-seeker? And how can the recruiting company benefit from psychometric assessments in the long run?
What are psychometric assessments?
Psychometric assessments are validated and reliable tests that consist of either pencil-and-paper or online questionnaires. These questionnaires (or tests) are designed to measure the specific attributes, abilities, behaviours or preferences of the person completing the questionnaire. The tests are scientifically designed to measure a specific metric and have been tested on a large number of people to confirm this.
How do I know that these assessments are accurate?
Psychometric assessments that aren’t registered with the relevant health professions council or psychology council of a country, such as the Health Professions Council of South Africa (HPCSA), are generally not the preferred assessments to use. It’s best practice to use only assessments that have been tried and tested.