Do You Need Psychometric Testing?

Are you continually validating the relationship between the test scores you are currently obtaining and job performance? If you are doing that - and you are happy - then only consider changing your routine if you want to achieve one of the following: - Get the same, or better, results and information for less money. - Improve your measurement of personality traits that are not being measured by your current test/tests. - The protection and comfort of a second opinion. By the way, if you have people in your organisation who tend to resist change you might like to ask them to consider the following:

The title of a Harvard marketing case history relating to people's resistance to and fear of new products, innovations and change. The title refers to a common reaction to a new product launched in the 1930's – Sellotape! Some people still ‘stick with string' when it comes to selecting and developing people. Companies or HR people frequently have one ‘favourite' test which they habitually use for all applications without following good practice and validating its appropriateness. For example, one supermarket chain still uses a numeracy test when selecting check-out personnel. Surely sight, dexterity, dyslexia and colour blindness tests would be more appropriate?

Do you need ‘expert reports'? Answer the following question to find out: Who do you think is likely to be more reliable, dependable, committed and hard working? A. Someone who scores high on a test for Conscientiousness. - or B. Someone who scores low on a test for Conscientiousness. Did you choose 'A'? Congratulations - you are an expert ! You are unlikely to need an Expert Report to understand the implications of a comparative test score. However, the following may still be of interest. The term Expert Report usually refers to a computer generated narrative report on a person's test results. Some are good and some are worthless - even dangerous. They can be dangerous because some have in-built discriminatory biases and use inappropriate ‘look-up tables' (norm groups). Many perpetuate occupational stereotypes. Some employers become over-dependant on such reports - they treat the reports as gospel. They become lazy and fail to practice basic test-user skills and disciplines. They neglect to search for information that supports or negates test scores.

The software relates a test score to a ‘look-up table'. This, in turn, triggers off a particular standard sentence or paragraph. These standard sentences and paragraphs describe and predict how the ‘expert' expects the individual being tested will behave in the future. As we have said, some Expert Reports are good and may well help the less experienced person to understand and interpret comparative test scores. If you do choose to use one, you must ensure that there is a facility to change the norm group (look-up table). If you don't have this facility, you may be using a look-up table which is totally inappropriate. The worst Expert Reports are simply packaging and are nothing more than some rather sweeping assumptions and a rephrasing of the candidate's answers to test questions. For example: A ‘strongly agree' response to the test statement "I enjoy meeting new people" triggers the following sentence in the ‘expert report' - "Mr. Example will be good at dealing with customers and building new business relationships. He is not likely to experience difficult in establishing social and interpersonal relationships or working as a member of a team." Sometimes, whole series of paragraphs and assumptions are created based on responses to two or three questions! Many so called Expert Reports have a high Barnum Effect* content - so take care! *To find out more about the Barnum Effect please see the Potential for Change and Self-Improvement Test. To measure the value of an Expert Report we recommend that you conduct the following quality check: Ask the person selling you the Expert Report what norm group forms the basis of their ‘look-up table'. Is that norm group appropriate to you? Ask if that norm group, the ‘look-up table', can easily be altered to meet your particular and changing needs. Underline the first 10 statements in the report that refer to the future behaviour of the person who completed the test. Then, ask the report seller what specific questions and scores triggered-off those assumptions. Does it seem a realistic and reasonable number? Read the Expert Report carefully. Does it have a Barnum Effect feel about it? Is there just too much copy? Does it go on and on out of all proportion to the number of answers given by the candidate? Are too many fancy graphics used to illustrate simple data? Ask yourself, do you really need an Expert Report to understand the implications of a comparative test score?

People keep telling us that they see tests that look very much alike being sold by various companies. All these tests claim to measure what appear to be the same personality areas. They are usually referring to what is known as a 'DISC' type test. These are all very much the same – it's the packaging that differs. This website offers Job Seekers an opportunity to complete a free version of this type of test. It can be completed anonymously and it is scored online. If you would like to see how you score go to: The Ubiquitous DISC Test If you would like more information about this type of test, please contact us by email

Obviously some HR people, and managers who have little experience and expertise in interviewing and selection, may need to be trained. However, some test sellers frequently make more money from training courses than they do from the sale of their tests. What is more, they only train people to use the tests they publish. Tests which you cannot know for certain are right for you, until after you have validated their use within your company. So you have to ask yourself - what sort of business are they in? Are they providing a service that helps you to choose and use the test/tests most appropriate to your specific and changing needs? Or are they just training you to use their test? Will they help you validate the usefulness of their test before you spend time and money on training? Remember – if a person who has been licensed or registered to use a particular test leaves your organisation, you could be left ‘high and dry'. You are then restricted to hiring someone who is also licensed or you will have to pay up to £4,500 for the replacement to be trained. Will a couple of good books, and some study time, be a more cost effective way of learning about how to use tests properly? In our opinion, virtually all HR specialists and most managers who are experienced at interviewing and developing people, should be able to interpret and use test scores without the need for special training. If they do need help most good test suppliers should provide coaching and have a client support program.