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With the increase in contract labour and more flexible work arrangements, employees are increasingly being forced to manage their own careers. Does this mean that employers should try harder to protect themselves from over-investing in a worker “who will just leave anyway” or is this an opportunity to develop the workforce of tomorrow?

Psychometric Training and Workshops

Organisations employ our services to train HR practitioners and hiring managers to select and interpret psychometric tests. Our 2-hour workshops can help you to select the right test suite for your recruitment, development or team building projects. You can also view our services section on this web-site and request a sample report.

We find that the best way to transfer capability to you is for your key staff to complete an assessment. Managers benefit from a full debrief with an accredited consultant and can see the process for themselves. This can occur before or after the training workshop is completed - depending on the readiness of the organisation.

Psychometric basics: Statistics, Reliability, Validity and Security.

Some assessments will report the performance of the participant in percentiles, other common metrics are STANINES and STENS. Before you can start to interpret these results, you need to know that the test you are using is right for your needs.

A basic understanding of statistical terms makes this job easier. You wouldn't buy a house without checking that the foundations are okay. So why would you buy a psychometric test without being sure that it is of the right quality? You need to check that it measures what it claims to measure consistently (reliability) and that it has some bearing on what you want to know about the person completing the test (validity).

Reliability refers to consistency of measurement. There is always some margin for error in measurement - but there are well-defined limits. Check with us before you buy!

Validity means making decisions that are appropriate, meaningful and useful. This is usually determined through research studies that measure the performance of the test. You can even conduct your own validation study to determine if the test is working for your organisation. We strongly support this approach which also gives you the evidence you need to fund your projects.

Security has many different elements. The most commonly talked about is 'item-exposure'. Item exposure refers to the extent to which test questions have been seen by participants, and clearly tests would be compromised if the items were made public. Not all tests need high levels of security. There are many assessments that can be conducted in an unsupervised environment - SecureTest can advise you on minimising your risks and also advise on your responsibilities as a test user.

Ask us a question! E-mail to your psych adviser