Psychometric Test Essay

One of the most important findings, which has found acceptance in recent psychological research, is that testing cognitive ability is valid for a variety of different jobs. Personality tests and skills provide valuable information for certain well-defined positions, such as seller, buyer and worker in routine production. The interviews to study the person, carried out by expert psychologists are also useful when simpler

This test is used eliminates candidates potential to use mental processes to solve work-related problems. Validity test is a general cognitive test that is good predictors if the candidate is able to perform the job; however, more complex jobs the better test results the tester will have. This test has demonstrated to produce many valid outcomes such as performance and successful training as well as predict job performance for complex jobs. One of the disadvantages to this type of test is that it is time consuming to develop if not purchased off of the

Bornstein, R. F. (2007). Toward a process-based framework for classifying personality tests [Peer comments on the journal article “Advancing personality assessment terminology: time to retire ”objective“ and ”projective“ as personality test descriptors” by G. J. Meyer, & J. E. Kurtz. Journal of personality assessment, 2 (89), 202-207.

Psychometrics came as a consequence from the theories in psychology which tried to find out if there was a way to measure a person’s intelligence.The first types of the psychometric tests were developed by Sir Francis Galton in the late 1800’s, and were later modified by psychometricians James McKeen Cattell and Charles Spearman. Today, psychometric tests are usually used by employers in recruitment and selection process in order to measure the abilities of a potential employee in specific skills such as: intelligence, critical reasoning, motivation and personality profile. Psychometric tests play an important role in selection practice: 70 percent of firms use them (Sackleton and Newell, 1991). The fundamental assumption of psychometrics is that people differ from each other, for instance in terms of their friendliness, their ability to use mathematics, or their motivation to gain success could be different and these differences can be measured. A definition offered for a psychometric test is “an objective and standardized measure of a sample of behaviour” (Anastasi, 1990)

Also while taking the assessment, for some of the questions the writer was forced to choose yes or no when he believed the answer was neither, and there were no in-between options to choose from. So the writer agrees with Robbins & Judge (2011) that the problem with these assessment tests is that they force a

Recruitment and selection tests “aim to provide a potential employer with an insight into how well you work with other people, how well you handle stress, and whether you will be able to cope with the intellectual demands of the job” (Psychometric Success, 2013). These tests are split into personality tests and aptitude/ability test. LL would benefit from personality tests for all employees to ensure

The MBTI results have brought forth many questions that for many people. However, the results are not definite, but alines a person with certain expectation of the the results. In order to get a precise idea about anyone, you will have to get to know them personally. Conflicts arise when generalization concludes everyone in the same category, reason being that humans changes depended upon their environment and situation. These tests may be great for determining success, however they lack the candidate’s values, motives, and work styles and will not give the final verdict for which is right for the job. The assessment of personality should not be

Standardized testing put a lot of stress on students. It is unnecessary due to the fact that many students are being held back for not passing it. When I was in high school, I never took all honor classes because I was intimidated from my peers. I was afraid I was not smart enough. I stressed the most towards the end of the year, because I am worried about passing the standardized tests. The purpose of standardized tests is to show the state what the students learned in school. There are other ways to see what the students learned in high school besides testing. I do not think standardized testing is necessary to graduate high school. Although standardized tests is an effective way to see what students have learned in high school,

Businesses have to be very careful with the tests that they administer. Pre-employment screenings have gained a lot of scrutiny in the public over whether the test is considered unfair and biased. Tests are subject to two distinct forms of bias. There is a measurement bias. This happens when individuals from different subpopulations receive lower scores then what was predicted. The second form is the relational bias. This occurs if there is a measure differs across groups. According to Drasgow (1987), there is little evidence found regarding relational bias. Administering tests that show high face validity can help a business during these situations. Also, the point of the assessment is to predict job performance after the applicant is hired.

Personality is defined as the unique way in which each individual thinks, acts, and feels throughout life (Ciccarelli, 2014). Numerous individuals are curious in regards to their actions and how their mind works, thus leading companies to create personality tests, in order to provide individuals with some perspective on their personality. While individuals can take personality tests for leisure, personality tests are often utilized in situations such as job interviews, diagnosing mental disorders, and educational purposes. Two popular personality tests are the Keirsey Temperament Sorter and the Big Five Personality test. After taking both tests, I analyzed them using my knowledge of general psychology and of my own actions. I found the

Scholar Bill Ayers believes standardized testing in schools does not accurately measure what is necessary to be successful in life. Ayers insists that Standardized tests such as the American College Test (ACT) and the Scholastic Aptitude Test (SAT) measure specific facts and function which are among the least interesting and slightest important information that children should know. In an article titled “Testing the Right Way for Talent”, written by Hugh Price, argues the fact that standardized tests fail to capture the qualities that are necessary to be successful in the business world. Another article labeled “Implementing NCLB Assessment and Accountability Requirements in an Imperfect World” composed by

In an attempt to improve the chances of securing and promoting high potential individuals for strategic and competitive reasons, organizations have increased the use of assessment measures in the workplace, attracting the scrutiny of the courts and enforcement agencies (Ashe & Lundquist, 2010). These authors posited that the reason for this increased scrutiny arises from the fact that even in spite of the fact that organizations may not harbor a negative or illegal intent, disparate impact, or the unintended negative outcome of a testing measure upon a protected class have been reported. According to these authors, some of the existing statutes that inform the acceptability and appropriateness of selection procedures included Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act, and the Age Discrimination in Employment Act of 1967. With that in mind, they outlined the legal and professional standards that have evolved to guide the content and context of assessment applications.

Assessors would chose instruments that answer the referral questions. Therefore, the chosen instrument must be able to provide information that is well-found and to accurately identify a targeted trait and/or phenomena (Groth-Marnat, 2009). A number of criticisms on the Rorschach are related to its reliability and validity. Such criticism pointed to the importance of organized coding system. Due to Rorschach’s passing shortly after publishing the test, the instrument was utilized without a standard system. The comprehensive system (CS), which was introduced by J. E. Exner, Jr., has provided much needed standardization to the assessment method (Groth-Marnat, 2009; Weiner, 1999, 2001). More recently, another group of researchers developed a system known as the Rorschach Performance Assessment System (R-PAS) (Meyer & Eblin, 2012; see Meyer, Viglione, Mihura, Erard, & Erdberg, 2011). These systems have been proposed in the effort towards standardlization and increased validity (Choca, 2013). Of these two systems, CS is the most frequently used (Groth-Marnat,

Companies have started to use personality tests in the past five years so that they can find a potential employee’s strengths and weaknesses. If questions and answers are quite accurate and test is done properly it can help an employer to find more about person’s advantages and disadvantages. It is very important to know because one of the most important points is that most of personality tests help to recognize unqualified candidates. “Although experts warn that many personality assessments don't deliver what they promise, legitimate scientifically validated tests are helping employers evaluate job candidates to select those best suited for particular positions. Other tests are designed to measure intelligence, honesty, management aptitude and other qualities.”

The historical use of the terms objective and projective to classify a personality test, and the problems with such classification.