Psychometric Assessment | Aptitude Test

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Some Common Types of Psychometric Assessment and Their Use

While most people have heard of aptitude tests, fewer are familiar with the term, psychometric assessment. In fact, the former is merely one form of the latter. The most common reason to conduct a psychometric test is to provide an interviewer with additional insight when assessing job applicants.

However, while many of the qualities one can assess in this manner have a direct bearing on job suitability, they can be equally valuable in other areas. For example, private schools often require new applicants to undergo a psychometric test. The school will decide whether to grant or deny admission based on the prospective pupil’s results.

The tests can be conducted in various ways. They may be oral, practical, written or some combination of these. One of the most popular formats is the multi-choice questionnaire, in which participants must respond to pertinent questions by selecting the answer they feel is most appropriate from a given list.

The psychometric assessment differs from conventional tests as it has no correct or incorrect answers. Instead, it offers a means to determine how the participant is most likely to respond in typical or exceptional circumstances. Understanding their goals and benefits will require a more detailed study of the various types. The following forms of testing are particularly relevant.

Aptitude tests: These tests aim to determine an individual’s ability to perform a given task. Depending on the specified job requirements, they can be designed to include questions to assess verbal and numerical reasoning, mechanical aptitude, speed of perception, spatial visualisation and vocabulary where relevant. These tests may involve physical participation, especially when assessing practical workplace skills.

Cognitive abilities and learning potential: This form of psychometric assessment is intended to help simplify and improve the identification of individuals capable of practical problem-solving, making effective judgment calls, planning strategically and grasping new concepts.

Testing must cater for cultural differences and be unbiased to be fully reliable. Several forms of testing are in everyday use, including the Cognitive Process Profile (CPP), Ability, processing of Information and Learning (APIL) and Transfer, Automatisation and Memory (TRAM).

Emotional intelligence: While IQ tests that measure one’s ability to think logically and solve problems are used widely as a performance indicator, how well an employee will interact with colleagues and adapt to the company culture is often overlooked. By contrast, success in these key areas tends to be more a product of an individual’s attitude and has little to do with aptitude.

Testing must, therefore, focus more on an individual’s capacity to form and maintain a sound working relationship with managers, team leaders and colleagues, remain calm and functional when facing challenges, and express themselves effectively. Regulating one’s personal feelings is essential when required to make critical decisions. Of the available options, EQ-I 2.0 is widely accepted as the world’s leading form of psychometric assessment for measuring the emotional intelligence quotient (EQ).

Integrity: The success achieved by businesses that fail to display integrity tends to be short-lived. However, this quality must be embraced by every member of a company to ensure it is maintained. Counterproductive attitudes and actions and questionable ethics on the part of a few can quickly erode the more principled efforts of the majority. It is, therefore, not surprising that behavioural psychologists have also developed tests to measure an individual’s integrity.

Three tests are widely used for this purpose. The Work-Related Risk Profile is a psychometric test to predict counterproductive work behaviour. It compares a participant’s score with a work-related risk and integrity scale called WRISc.

The IP200 integrity profile is frequently cited as the flagship of dedicated integrity tests. It is undoubtedly the most comprehensive and consists of ten substructures, each with five measuring areas. The Giotto test is the third option. It is intended to detect attitudes that might influence work-based behaviour. The highlighted tendencies can then be investigated further during an interview.

Other applications and components of a psychometric assessment

A psychometric test can be invaluable in helping school leavers identify the jobs for which they are best suited and equally effective as a means to plan an existing employee’s future career path, identifying any additional training or coaching that might prove helpful. Personality testing and identifying personal values are other applications. While Orgro offers all the test options described above, we also recognise you might need help choosing the best option for your company. Why not get in touch to start planning a new and prosperous future for your business?