HR Definitions

Psychometric tools are questionnaires or tests that have some predictive ability, that is, the ability to predict outcomes in the workplace.

To become psychometrically valid, the questionnaire or test must go through a rigorous process of validation that is usually carried out by a workplace psychologist who specialises in psychometric evaluation.

Examples of psychometric tools are:

• Numeracy tests
• Literary tests
• Colour blindness tests
• Crime predictor tests
• Personal Behavioural Styles tests
• Personal Values tests
• Stress response tests
• Safe working capability tests
• Each of these tests are used as inputs to overall processes.

They should have a predictive validity and tolerance score for each of the elements of the test or questionnaire.

The processes that a questionnaire or test should go through before being claimed to have psychometrically valid responses may include:

• Construct validity
• Test/Re-Test validity
• Predictive validity
• Inter-rater reliability (if a multi-rater questionnaire)

Psychometric tools are used to assist in a screening process prior to people becoming engaged in a particular workplace situation.

The use of psychometric tests in isolation is a dangerous practice because all tests have an error factor.

This error factor is an acknowledgement that the tests cannot be completely accurate in every circumstance. They should be used as indicators, and in conjunction with other processes, such as selection interviewing.

It is recommended that psychometric tests being used for selection have been through rigorously testing by a competent psychometrician and that they are used as an input to the selection process only.

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