The Different Types of Psychometric Testing and Their Applications

Psychometric testing began in the late 19^th century and led to the first practical IQ test in 1905. Today, new types of tests offer more diverse information. The concept that a few well-chosen questions and tasks can provide insight into the workings of the mind has since become the cornerstone of modern psychology and has gained many valuable practical applications.

The strength of psychometry lies in its objectivity. Personal assessments, particularly of intangible qualities like temperament, loyalty and empathy, are not easily discerned in face-to-face situations. Impressions gained from an interview are subjective and thus prone to personal bias.

While there are many different types of tests, they can be divided into two broad categories: those that provide a measure of aptitude and those that offer insight into the test subject’s personality. We will now examine each of these in more detail:

• Aptitude tests: These tests assess the specific skills associated with academic and professional success. The results indicate the subject’s potential to succeed in a specified activity determined by the test content and include the following:

• Cognitive ability: This type of psychometric testing employs questioning to measure the mental processes like verbal reasoning, memory, perceptual speed and conceptual thinking required for effective problem-solving.

• Technical and mechanical ability: These tests are designed to measure specific technical skills required in professions like engineering, manufacturing and construction.

• Clerical ability: This category might include practical testing of basic office skills like data entry, attention to detail, communication skills, computer and verbal literacy and numeracy.

• Personality tests: Exception aptitude alone provides no insight into an individual’s attitudes, emotions or work ethic, which are essential qualities for productive cooperation and harmonious relationships in the workplace. Psychometric testing of personality traits addresses the following attributes:

• Emotional intelligence: Emotions are as crucial to one’s performance in the workplace as technical ability. EQ (Emotional Quotient) tests are designed to reveal traits like coping with challenges, controlling emotions, developing and maintaining interpersonal relationships, and demonstrating empathy to others.

• Integrity: Tests focus on the subject’s ethics to identify views and behaviours that could lead to conflict and counter-productive actions in the workplace.

Applications of Psychometric Testing

Though initially used mainly in clinical psychology, these tests have been more widely adopted. Besides their use in screening entrants to private schools and universities and guiding career choices for school leavers, the following applications are invaluable to employers and employment agencies:

• Recruitment and selection: By combining elements of the various tests outlined above, industrial psychologists have developed a powerful tool that circumvents the shortfalls of a person-to-person interview. The tests provide a rapid and reliable means for the initial screening of large numbers of candidates, and the information obtained can be used later by recruiters to personalise the formal interviews with promising candidates.

• Personal development: The value of psychometric testing extends beyond recruitment. To ensure optimal performance and loyalty, employees need well-defined career goals and the support to achieve them. Psychometric tests identify potential and expose areas needing attention, enabling employers to arrange any additional training, mentoring or experience required.

Orgro’s psychometrists and problem-solvers are uniquely qualified to support your recruitment and personal development needs or assist with training and organisational development. Contact us today to learn more.