Psychometric tests and questionnaires measure your mental processes and behaviour, style and motivation. They are administered in a standardised way; in other words, they reduce the effect of variables such as where you take the test, at what time, under what conditions etc. Psychometric instruments tend to produce numerical scores which are then interpreted by a qualified person.

What kind of psychometric instruments are there?

They are generally classified into two main group. As their name suggests, Tests of maximum performance assess you working at your best; examples include tests of numerical, verbal and diagrammatic reasoning. Maximum performance tests tend to have right or wrong answers, and to be strictly timed.

Tests of typical performance are normally called questionnaires or indicators and do not have right/wrong answers. They are designed to assess your typical style, behaviour and preferences and require you to assess yourself. Examples include measures of personality, motivation and interests. Typical performance questionnaires are untimed.

What are psychometric instruments used for ?

You may be asked to complete a psychometric questionnaire or test to assist a suitably qualified person in providing guidance on what career you're best suited to; determining your suitability for a job; recommending whether you should be promoted or take on a new role; planning future training within an organisation or helping you understand yourself and build better relationships.

Why are psychometric instruments used?

When psychometric instruments are properly used they help in making decisions, recommendations and advice more objective and fair than other techniques. In addition, they can predict success in a role more effectively than other methods of assessment such as interviews or references. However, a psychometric instrument will usually form only one aspect of any decision-making process.

What is the difference between tests used for selection and tests used for development?

Maximum performance instruments are more often used when a decision is being made about who should be appointed to a job. Typical performance instruments tend to be used equally in selection and personal development.

How do psychometric instruments work?

Good tests and questionnaires are designed so that the situations in which you take them are fair and appropriate.

For tests of maximum performance your experience should ideally be the same as for every other person that takes it. You should be presented with the same or directly equivalent questions, have the same amount of time in which to answer the questions, and be given the same instructions and examples. This is called standardisation, and ensures that differences in test scores achieved by any two individuals can mostly be ascribed to the individuals themselves, rather than the administration environments to which the two individuals have been exposed. It also and makes the results more likely to be fair and objective. The scores are typically interpreted by a comparison with a large and representative sample of people. For example, the scores of a candidate for a sales job might be compared to the scores of a large group of successful sales staff.

For questionnaires measuring style and behaviour, the strict conditions of standardisation and timing are somewhat more flexible. The key is that people are encouraged to give as honest a view of themselves as possible.

Useful contact details

The British Psychological Society: http://www.bps.org.uk

For information on the Data Protection Act: http://www.dataprotection.gov.uk/