Psychometric Testing & Personality Profiles

Psychometric Testing

In an attempt to bring a greater measure of objectivity into the selection process, companies are increasingly using psychometric tests in addition to interviewing.  Tests fall into two broad categories - tests of ability (verbal, numerical, etc) and tests of personality (not, strictly speaking, a test at all as there are no right or wrong answers).

Tests are also used as a tool in individual career development and team-building.

All tests are licensed and those who administer, interpret and provide feedback on them must have undergone an approved course of training.  When used in recruitment, test results may not always be fed back to candidates.

Many tests are available commercially and are chosen according to their reliability, validity and norm group.  Reliability means that the test is consistent in the results that it produces.  Validity is essentially the extent to which it measures what it claims to measure.  Norm group is the category of people for whom the test is suitable (i.e: management, clerical, technical, etc).  Most good tests have an in-depth body of scientific evidence which supports their reliability and validity over time.

Tests bring objectivity to the selection procedure by providing a disciplined approach and a common language.  Personality tests are essentially descriptive devices which help to differentiate between the characters and work style of candidates who may have very similar backgrounds.

Personality Profiles

Personality profiles have been developed by psychologists to enable individuals to understand better who they are and why they react as they do in different situations.  Some relate specifically to the world of work and operate by asking the individual to identify the situations in which they feel most comfortable and their most likely behaviour reaction to specific events.

By a scientific analysis of the answers and a comparison with large databases of results from people with similar backgrounds and circumstances, it is possible for trained experts to provide an individual with an accurate summary of their preferred behaviour style.

Because the analysis is based upon the individual’s own view of themselves, it is dependant upon the honesty of the individual, both conscious and unconscious, and their degree of self understanding.  However, a trained consultant will, through skilled questioning and counselling, be able to relate the replies to other events and information from the individuals experiences to provide a more in depth picture.

Applying Personality Profiles to Career Management

Personality profiles are used in many work environments including recruitment, development and counselling.  They can also be of value to an individual who is embarking on the pro-active management of their own career.  By understanding your own preferred way of behaving you can add a further piece of the jigsaw to the picture you already have.  By combining the feedback from a personality profile with that received from colleagues via Performance Management, Development Programmes, Career Counselling or personal questioning, you will be able fully to understand your comfort zones and areas of difficulty.

With the knowledge of what you find comfortable together with the skills and experiences you have and what you may need for the future, you can make sensible and appropriate decisions about the goals you aspire to and directions you wish to follow in the future.