Brainfood: Crash Course In. Psychometric Testing
You're proud to tell others that yours is a people organisation.
The trouble is, your people are letting you down, quitting early or under-performing. So how can you find the ones who've got the right stuff? Could psychometric testing help?
How does it work? Psychometric means 'mental measurement'; typical tests include measurement of cognitive abilities, personality traits, interests and motivations. 'It's a predictive tool that tells you that someone who performs well in the test will do well in a particular role,' says Kevin Kerrigan of psychometrics specialist SHL Group.
Identify your target. Psychometrics helps in selecting or screening people, but tests can also be used in development, team-building and even redundancy programmes. Before you can test, you need to know what you're looking for. 'First, identify the people-related issues that are holding back your implementation of strategy,' says Kerrigan. 'Then use structured assessments to profile your good people and establish the competencies you are looking for.'
Pick a test. In most situations, a test developed for universal use will meet your needs; if you're dealing with a large number of people, looking for highly specific attributes, or people to fill very senior roles, you might have a test tailor-made. Says Kamal Birdi of Sheffield University's Institute of Work Psychology: 'General mental ability, including numerical and verbal reasoning, is the biggest indicator of work performance.
Cognitive ability tests score twice as highly as personality …
Questia, a part of Gale, Cengage Learning. www.questia.com
Publication information: Article title: Brainfood: Crash Course In. Psychometric Testing. Contributors: Not available. Magazine title: Management Today. Publication date: July 1, 2006. Page number: 22. © 2003 Haymarket Business Publications Ltd. COPYRIGHT 2006 Gale Group.