In Module 2 we indicated that Psychometric Tests are the only means of assessing Capability. But what are Psychometric Tests? They are scientifically designed instruments that MEASURE psychological constructs/ capabilities like EQ and IQ.
These tests are developed over a long period – usually years – by test developers, drawing on the sciences of statistical methods and research methodology and are usually trialed on large samples of people before being released for use.
You said Scientific…
Yes. Psychometric Tests have many scientific properties. Three of their key scientific properties are:
⦁ Validity
⦁ Reliability
⦁ Normative Measures
(These properties will be explained shortly.)
While it is beyond the scope of this training program to unpack the process whereby psychometric tests are developed, it is important to take note of a few things. Psychometric tests are developed by test developers who are typically research psychologists. These are people who have deep knowledge of a field called research methodology and statistics. In developing tests, they must design them in such a way that they conform to scientific principles such as item validity, predictive validity, content validity, reliability and so on. They also must apply the unreleased test on large numbers of subjects to develop norms and at the end of the day, must ensure that their tests conform to standards set by Assessment Standards South Africa. Test development is a costly, time consuming and rigorous process and it frequently takes years for a test developer to take a test from concept, to approval by the regulating authorities and eventually to market where they can be used by suitably qualified people.
You said Instrument…
A Psychometric Tests is a scientific instrument that is packaged in various ways:
⦁ Pencil and paper tests which are hand scored by a psychological professional
⦁ Computerised test which are automatically scored
⦁ Online tests which are also a computerised version of psychometric tests that can be administered remotely
⦁ Psychometric Instruments can be tests of ability involving right and wrong answers where a person’s performance on a capability like numerical problem solving is measured
⦁ Psychometric Instruments can also take the form of inventories, where candidates choose from a list of answers that ultimately help us to learn more about their personality, values interests and so on.
You said Psychological Construct…
A psychological construct, simply put, is something that tells us about the psychology or inner workings and capabilities of a person. Under psychological construct we would classify things like:
⦁ Intelligence
⦁ Thinking capability
⦁ Learning capability
⦁ Aptitude
⦁ Personality Traits
⦁ Attitudes
⦁ Emotional Competencies
⦁ Values
⦁ Interests
These constructs exist within a person and are not directly observable in the same way that an object is. These constructs however manifest in behaviour that impact on every aspect of a person’s life. For instance, an individual’s personality will regulate how someone deals with many situations at work, such as how he deals with pressure, how he leads others, how he deals with conflict and so on. An individual’s personality cannot be directly observed, but the behaviours arising from his personality can.
Within an organisational context, these constructs make up a person’s Inherent Capability. By inherent capability we mean, those psychological capabilities that reside within someone, which are mostly in – born and which play a profound role in shaping how he behaves. As you have already seen in the previous module, it is these inner workings or psychological capabilities that research tells us are the fundamental determinants of individual job performance. In an organisational context, inherent cognitive capabilities (IQ) and inherent emotional capabilities (EQ) are two categories of psychological constructs that have the most relevance.
You said measure?
It is important to note that psychometric tests measure, they do not estimate. Let us illustrate. If you pick up a brick and move it between your hands and are asked what it weighs, you can provide an estimate or judgement of what you think the brick weighs. This is how all other assessment tools, like interviews, role plays, case studies etc work. They rely on observers making a SUBJECTIVE estimate or judgement about a person’s behaviour.
However, if you put the brick on a scale, you will get an accurate and objective measurement of the brick’s weight. The reading on the scale will be completely divorced from your own opinion of what the brick weighs. Unlike you or I, a scale is specifically designed to measure weight, so we can be sure that the probability is extremely high that it gives a better reading of the brick’s weight than our own estimation of it. This is how psychometric tests work. They provide measurements, not estimates of psychological constructs like EQ and IQ. There is no subjective judgement or guess work involved.
To illustrate, let us say that Herman is applying for a Sales Manager role. One of the attributes identified as being important to this role by the Sales Director is Interpersonal Confidence. The successful incumbent needs to be verbally expressive, bold in his interaction with others and able to command a social presence.
Using a panel interview to do this, would rely on the panel members’ SUBJECTIVE JUDGEMENT of his conduct during the interview and his response to interview questions. Different panel members may have different opinions. Who is right since everyone’s opinion is subjective? Even if Herman did come across as being interpersonally confident, this could merely be because he prepared and coached himself very well for the interview, whereas in the day to day fulfilment of this role, he may find it very difficult to sustain the behaviour he projected in the interview.
If we had evaluated his Interpersonal Confidence with a psychometric test on the other hand, it would provide us with a MEASUREMENT of his interpersonal confidence and enable us to draw objective conclusions about how well it fits with what the Sale Manager role requires.
In a Nutshell think of it this way…
Psycho (something psychological)
+ Metric (measurement)
= Psychometric (measurement of psychological capabilities)