Posts Tagged ‘
psychometric test ’
Tuesday, August 10th, 2010
Introduction
Psychologist Vincent Wong carried out a review of psychometric tests being used in Hong Kong, Singapore, Malaysia and throughout Asia. In this analysis, more than 40 tests were reviewed which involved no less than 20 test developers. There were several focuses in the analysis which included practical information of the tests (information such as price and practical design issues), construct of the test, report design, technical details and training requirements.
Practical Information
Pricing
There exists a wide pricing range among tests developed by different test developers. In the lower end of the continuum one test provider provides tests for free in their entire product range and a section of the chargeable report will be produced. Obviously for user to obtain useful information they have to pay for the full report and this is certainly a marketing strategy. However in the perspective of psychometric this practice serious harm the integrity of the test as anybody can get access to the tests for unlimited number of times. Therefore it can only been seen as tests for people who are interested in trying out tests, rather than being usable in organizational settings. For more protected tests, prices range from USD$10 to more than USD$120 with some of the providers charge per usage while the others charge for subscription fee as well (usually paid annually).
Design
In this analysis, several design dimensions of the test were considered and they were the split between ipsative and normative measures, the type of scales that were employed, and other practical issue like medium of test administration.
The majority of the personality assessment tools (over 80%) employ normative measures (the type of psychometric tools that compare the respondent with a group of similar others, or the norm group) while the remaining ones employ an ipsative style (the type of psychometric tools that determine the preference among different personality traits within the respondent). Two exceptional case was identified which employs a mixed style, i.e. normative plus ipsative. The reason behind the popularity of normative style might down to the fact that for tests that were designed for selection purpose normative style was the better style to go with as it actually compare the respondents with the others. On the other hand ipsative measures can provide us with better knowledge about the preference or strength within the respondents. In line with this we found that most of the ipsative tests were preference or value tests which were designed for coaching or counselling purposes, although some ipsative measures that were designed for selection purposes were also identified. For the only tests that incorporated both normative and ipsative styles, the underlying connotation of the difference between normative and ipsative scales were utilized and it represented the discrepancy between the real and ideal self of the respondents.
The type of scale used by the tests is actually a function of whether they are ipsative or normative tests. For normative test the most popular scale type used was 5-point Likert Scale (Likert Scale is the type of scale that respondents choose among several options for the one that represent their thought most). 7-point scale was also quite common and there were a few occurrences of 3-point and 9-point scales. Other than using Likert scales, a few normative tests employed true or false scale. For ipsative tests force-choice scale was employed. One of the more popular version of ipsative scales asked the respondents to pick the option that describes them the best (usually termed as ‘most like me’) as well as option that describes them the worst (usually termed as ‘least like me’). Another appearing version of ipsative scale asked the respondents to put the available options into order, although this version was very uncommon.
Most of the surveyed tests, if not all, were designed for completing on computerized environment. While some of the tests can be administered online in an unsupervised manner, there were quite a few that required supervised administration. Whereas there were few test that provided different versions for supervised and unsupervised administration. Having more than one version allowed the result to be checked in a supervised manner after the candidates had passed the unsupervised session. Paper and pencil version of the tests were usually available with similar price of the computerized version although there were a few tests that did not provide paper and pencil version.
Although all the surveyed tests were not designed to be completed in a designated time, timer was identified in one test and it served the function of checking against random or thoughtful responses.
Measured Attributes
Personality
Among the different attributes, personality was the most popular one being measured. The majority of the personality measurements were built on the Big Five model of personality identified by Costa and McCrae (1985). While some of them retained the original five factors within the tests, about half of the surveyed tests restructured the factor compositions based on the result of the factor analysis or other theoretical support, for example one test split the factor of conscientiousness into ‘Industriousness’ and ‘Methodicalness’ while another developer incorporate the five factor model with behavioural tendencies and came up with a seven factor model. Another common phenomenon observed was that under each of the five factors the primary factors (ranges from 3-5 facets, also known as facets) were also measured, and they were actually more commonly used by test developers in report generation and interpretation. This was probably because the primary factors offer more detailed information thus higher flexibility in using them. Besides the Big Five model, another very popular personality model employed by test developers was Jung’s (1920) typology of personality. For instance two of the tests were developed from this theory as their entire theoretical foundation but one employed the original categorical model while the other one developed a continuum model. Besides building upon one theory, many tests extract personality factors from multiple personality theories and some of them measured as many as 34 personality dimensions. Example of the measured personality dimension includes ambition, initiative, concern for others, flexibility, and energy. Nearly most of the surveyed personality tests served multiple functions which included selection, training/development need analysis, counselling and other related applications such as personal development, conflict management and team building. Test developers further added the applicability of personality tests in different situations by providing multiple versions of reports alongside with a general personality profile.
Value, Motive and Preference
Another popular attributes being measured were value, motive and preference. Although these are three distinct attributes, we found it was common that test publisher combine either two or all three attributes into one test. These tests were less commonly employed in the situation of selection but more widely used in counselling and developmental scenarios, although some of them were also designed to be used in selection as well. For tests that measures value and motive, normative measures were found to be more common and ipsative measures were more common among preference tests. Another related attribute being measured was interest and they were mainly designed to be a career development tool.
Others
Other measured attributes included measure of leadership styles, team role, behavioural tendency, Emotional Intelligence, self-efficacy, work ethic, interpersonal communication, sales orientation, customer service orientation, learning style and even work effectiveness tendency.
Report Style
Nearly all of the surveyed tests have multiple reports and they are all in narrative form alongside with a graphic representation (usually bar charts) of the measured characteristic. However there was one test that did not employ narrative style in their report at all. Graphical representations with a sentence long description for each factor were employed instead of the narrative format. 2 dimensional typology graphs and score matrix were also employed for some type of reports. Some reports made use of different colours in representing different dimensions being measured yet some others used colour to indicate extreme scores (for example green representing high scores while red representing low scores). Colour was also frequently employed for matching test scores with a standard or an established profile, with green meaning a good match and red representing a poor match.
Report Content
Generic Personality Profile
For all the surveyed tests, there was at least some form of generic personality profile provided in the report, whether in the form of narrative writing, matrix of scores, 2 dimensional typology graphs, bar charts or broken line graphs. Most commonly the personality profile was consisted of a graphical representation of the test scores on different dimensions with a brief descriptive narrative alongside it. In this generic personality profile the test scores, usually in form of sten scores or percentile were presented. Raw scores were also found in some reports. About half of the survey tests also presented the variation of the test score in the report and a few had an explanation on the meaning behind that. In all cases primary dimensions measured by the tests were reported in this section. Secondary or higher-level composite dimensions were also frequently reported in this section.
Strengths and Limitations
Strengths and limitations were another very popular qualities being reported, although we identified a few tests that do not report them. In reporting strengths and limitations some tests referred them to very specific behavioural terms while there existed some tests simply referred high or low scores in particular dimensions as strengths or limitations. Few tests incorporated contextual factors into the reporting of strengths and limitations were identified and they were more common in purpose-specific reports (for example reports designed for leadership development or team building). Overall tests tended to present information about strengths and limitations of the candidates.
Competencies
Leadership, team work, interpersonal skills or orientation and problem solving orientation were found to be the most popular competencies being tapped. Other competencies being tackled by the surveyed tests included achievement orientation, customer service orientation, management style, decision making, planning and organization, influence and negotiation, delivery, creativity, analytic orientation, coping style and thinking style. Rather than being measured directly in the tests, these competencies were often generated from several primary dimensions of personality. They were found to be written in context of work and behavioural terms were employed heavily in order to aid comprehensibility of the report. Furthermore competency based reports were identified and leadership related reports were the one which appeared most. Competency based reports for sales and managerial positions were also popular.
Interview prompts
Interview prompts were found in some reports. These included general instruction of how to use the report correctly to enhance the effectiveness of a follow-up interview as well as specific suggested interview questions to be asked for a particular candidate. The number of interview prompts varies from three to ten plus suggested questions and some reports even included the expected answer from the candidate. These interview prompts also served as a check or back up of the validity of the tests.
Training (Development) Needs
Several tests with a separated training need or developmental report were identified. For tests that did not have a designated report for training needs, it was surprising to found that the section outlining training was absent for majority of the surveyed tests, given most of them were designed to be used in training need analysis. When present, the training needs outlined (or some tests referred it to be ‘action plans’) were usually generated from the unfit aspects identified or areas that were not up to the normative standard. Simple description about the needs per se was common and a few reports were found to be providing concrete training suggestions.
Cultural Fit
Cultural fit information was identified in a few test reports. This information could include the fit of the candidate with the organizational culture, task nature as well as co-workers and it existed in several forms. The more popular way to compute it was comparing between the candidate’s score with the norm or an ideal profile. One test generated this information by comparing the candidate with the best performers. Yet another test presented the information in light of the candidate himself by stating what culture or environment will be the best fit for the candidate.
Technical Information
Technical information of the test included normative data, reliability and validity data as well as development procedure of the test. They are the most important information to be readily accessible to the public but unfortunately some of them were virtually absent for some of the surveyed tests. Normative data were found to be the most reported information and reliability data followed. However evidence for validity as well as development procedure of the test were absent for some of the tests despite the claim of ‘scientifically validated’ in their marketing materials. For tests that did not provide any of the above mentioned information the integrity of them were seriously in doubt.
Training Requirement
Training requirement of the tests varied from no need training for an extreme case (which was the free online test) to BPS Level B plus additional training (approximately 7 days of training in total). For most of the tests 2-3 days of training for the specific test was common but this type of training would not be recognized by a different test provider. The BPS (British Psychological Society) Competence in Occupational Testing was found to be the most widely accepted qualification by the test providers. Most of the tests could be administered by a BPS Level B qualified user but there existed some tests which required a conversion training (1-2 days long) in order to be a qualified user of them.
Tags: aptitude test, online psychometric test training, online psychometric testing, Personality Assessment, Personality Test, personality test hong kong, personality test singapore, psychometric test, psychometric tests in asia, Psychometrics
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Wednesday, July 28th, 2010
In this session we will explore the following:
1. The relationship between reliability and validity in psychometric assessment
2. How psychometric test administrators can impact the reliability of tests
Psychometric Test Reliability
When choosing a reputable test, whether it be aptitude or personality, one of the properties of the test you will need to look for is reliability. We’ll consider reliability in appropriate detail in a later section of the course. For now, think of reliability as consistency. In order to have absolute confidence in our test scores we need them to be consistent. However, we can’t test and retest our candidates in the real world. Despite this, reputable test publishers would already have done this for you. This would have been carried out under optimal conditions. So, now you know that you are using a reliable test (one that produces consistent scores), it’s your task as the test administrator to ensure that the test remains a reliable test.
Why is reliability so important?
Whenever you assess something, you expect the score you get to be reliable. For example, if you assess your weight using bathroom scales, you expect the reading you get to be consistent across at least the short term. If you weigh yourself over 2 consecutive days and get significantly different readings you know something is wrong with the scales! The same is true of psychometric tests. The publisher first ensures that the test scores will be consistent over time and then you, as the administrator, need to ensure that your actions do not make the test less reliable.
Not only do we want and expect test results to remain reliable over time, but we also know that reliability is a precursor to validity. It sets an upper limit on the test’s validity. In other words, if your test is not reliable then it is not valid. Confusing? Let’s use the weighing scales example again…
Let’s suppose a medical doctor does some research which shows that those who weight more than 120kg are significantly more likely to suffer a heart attack. His research shows that weight is a valid indicator for predicting the heart attack. The scales are fit for the purpose of predicting a heart attack. Validity is all about being fit for purpose. Now if those scales are not reliable, they will provide inconsistent data over the time of the research program. In this case would you have confidence in the doctor’s findings? Of course not!
So, to apply this to psychometric tests let’s take an aptitude test. We’ve carried out research which confirms that a new numerical reasoning test can predict the performance of accountants. Those who score better on the test are rated as better accountants. This is validity. The test is fit for the purpose of predicting accountant performance. You will hopefully have full confidence in this finding if you know the test is reliable. If however you expect the test is coming up with inconsistent scores for your candidates, it is unreliable, and, as in the scales example above, you will not have confidence in the test’s prediction of accountant performance. This is why reliability is a precursor to validity.
And why is all of this so important for this course? It’s because you as the test administrator can enhance or reduce the reliability of the test by how you administer it in the first place. Let’s now take a look at what factors you can and can’t influence in terms of reliability.
How psychometric test administrators can impact the reliability of tests
 Factors Affecting Psychometric Test Reliability (C)2010 PsyAsia International: No Copying Take a look at the graphic on the left. It shows different factors which can impact the reliability of psychometric tests. This applies to both aptitude tests and personality assessments.
Factors within the test
Generally, a test administrator is not responsible for this. The test publisher must design tests that will be highly reliable. Factors within the test means that the questions chosen must be accessible to all groups for whom the test is intended. If a subsection finds some questions difficult based on their group membership (i.e. non-native-English speaking groups may not understand a colloquialism used in a test question), then the test will be less reliable for that group. Although the publisher needs to ensure a reliable test, not all test publishers are reputable or know what they are doing! This is why the person who purchases the test needs to know how to evaluate it. We’ll show you later how to evaluate the test in greater detail. Know for now that you do not evaluate a test or validate it by trialling it on yourself or your colleague as many untrained users think!
Factors within the respondent
Whilst the test administrator cannot control all the possible factors within a respondent, you can do your best to ensure you control for a much as possible. It’s a good idea to think here about how you would like to be treated if you were undergoing a psychometric assessment for the first time. You’d probably like a friendly invitation letter explaining what is going to happen and why. You’d like to know that your data and results will remain confidential and only shared with decision-makers and only for the purpose that you’re undertaking the test. You’d also like to know what you need to bring with you and if possible, a few example questions as approved by the test publisher might help to set your mind at rest. Finally it would be good to have a number to call should you have any special needs that you wish to convey to the administrators before the day. So, when you arrive at the test centre you already know what is going to happen and why, you won’t be overly concerned, you’ll have all the right things with you (e.g., reading glasses) and you’ll know how long the session is going to last. If it’s a personality test you’ll be more likely to be open and honest because you know your results won’t go further than the selection or development committee and won’t be used for reasons beyond the reason you’ve already been given.
Ultimately here you are attempting to control for mood and expectations. Ideally you don’t want these to vary between candidates in order to give everybody the same start line. On the actual day of the test you will go over all of these things again with the candidates in the room to ensure that they are all clear on what will happen and why. Again, this sets the scene and mood, demonstrates your organisation’s “humanness” in the assessment process and provides candidates with an opportunity to ask questions. Furthermore, on the day you will need to ensure that you administer the test instructions word for word and then administer the test exactly as intended by the test publisher. Doing all of this enhances consistency and thus increases reliability. This is essential as we saw before because reliability is the precursor to validity.
Factors within the environment
How well would you be able to complete an aptitude test in a noisy room? Or how about room that’s freezing from too much air conditioning or too hot due to broken air conditioning? Likewise, you need to ensure that the test environment is conducive to candidate performance each and every time. This applies to personality assessment too. Although there is no right or wrong, your candidate will certainly feel more able to make an effort and respond accurately if you provide them with the right environment! So, some time before the session you’ll need to check the room, make sure temperature controls work. On the day, switch them on in good time before the test so that by the time candidates arrive the room is just right. Place a sign on the door to ensure you are not disturbed during the testing session and be sure to silence all phones in the room. Candidates should of course have phones switched off too. Ensure that once the session is over, all candidates leave at the same time so that they do not disturb others. If a candidate really must make a restroom visit, they should be accompanied by an administrator and only one candidate at a time should go. Ensure that upon leaving and rejoining the room the candidate does not disturb others.
(Note: also a good idea to check there is no planned construction nearby and there are no fire drills scheduled on the day of testing. Do this before sending out your invitation to the candidate!)
Summary
By referring to these guidelines you’ll help to ensure that psychometric tests used by your organisation remain as reliable as the publisher intends them to be. By using short-cuts and not following the guidelines you’ll threaten the reliability and therefore the validity of the tests. If you threaten a test’s validity it becomes unfit for purpose which means your company is wasting its money buying psychometric tools!
Interested in learning more about psychometric testing for HRM? Keep reading – your next free session is not far away! To ensure you don’t miss a single instalment, we suggest you follow-us on twitter as each new post will be announced there. You may also like to join our face-to-face psychometric training courses in Singapore or Hong Kong – these range from simple introductory courses through to Certification Courses such as the BPS Level A and BPS Level B Certificates of Competence in Occupational Testing. Not in Singapore or Hong Kong? No problem – we also offer both recorded and live online training in psychometrics! For full details please see here or email us.
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Tags: online psychometric course, online psychometric test training, psychometric test, Psychometric Test Administration Training, psychometric test training, psychometric training hong kong, psychometric training malaysia, psychometric training singapore, reliability of psychometrics
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Monday, June 28th, 2010
Psychometrika – Journal of Psychometrics Society
Free Trial Access until
July 31, 2010! |
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Psychometrika is devoted to the advancement of quantitative theory and methodology in psychology, and in the behavioral and social sciences generally. Articles appear in either the Theory and Methods (T&M) section of the journal, or the Application Reviews and Case Studies (ARCS) section. T&M articles present original material on quantitative models, statistical methods, or mathematical techniques for data within psychology or the behavioral and social sciences. Application Reviews are either integrative, comparative, or critical reviews of methodologies in specific applications. Case Studies are illustrative analyses that deepen our understanding of particular substantive phenomena.
Psychometrika is published in cooperation with The Psychometric Society. |
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| From now until July 31, 2010, please enjoy free access to the journal. Click here to begin your reading. |
Tags: Psychological Assessment, psychological testing, psychometric, psychometric journal, psychometric test, Psychometric Testing
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Tuesday, April 27th, 2010
Saville Consulting Wave® – Highest Validity per 15 minutes of test-time!
 The Saville Consulting Wave was developed by the originator of the OPQ and co-founder of SHL, Professor Peter Saville as an alternative to the static assessments available in the market. Wave assesses candidate’s motives and talents within a validation-centric framework. It was validated within 100 separate businesses.
The tool uses both normative and dynamic ipsative questions and has been shown to have greater validity in predicting performance and leadership than any tool it has been compared to in research. Furthermore, the shorter version of Wave, the Focus Questionnaire has more validity per 15 minutes of test-taking time than any comparison questionnaire.
Profile jobs, run 360 performance appraisal, assess personality type for team-building, assess entrepreneurial potential and provide extensive development advice all within one framework
The performance culture framework which underlies the Saville Consulting Wave allows the tool to be used extensively for different HR applications from recruitment/selection through to performance appraisal and development.
Follow the links below for further details:
View some sample reports from Wave here
Become accredited to use the Wave
with a 25% early-bird discount
Take action now! Your competitors may already be trained to use this century’s revolution in personality assessment. We’ve trained people from the big consulting firms to small local careers advisors to recruitment consultants, government ministries and universities. We want to provide you with an incentive to join the increasing number of professionals who value high validity in selection and support from local psychologists in Asia. PsyAsia International, Asia’s leader in psychometric training, runs the Wave training in Singapore and Hong Kong. We’re offering a 25% early-bird discount for our next courses in those locations:
Wave Conversion Course: 1 Day – View course details
For those with BPS Level B or those who are qualified to use
a substantive personality assessment such as OPQ but not including tests such
as MBTI/DISC/HARRISON etc.
SINGAPORE: 17 June (SG$1200 / SG$900)
HONG KONG: 6 July (HK$6000 / HK$4500)
Wave Module Course: 2 Days – View course details
For those without a qualification in a substantive personality
assessment.
SINGAPORE: 17-18 June (SG$2050 / SG$1538)
HONG KONG: 6-7 July (HK$9888 / HK$7416)
For the early-bird offer (25% discount), please register at http://www.psyasia.com/register
and quote WAVESEB for Singapore courses and WAVEHEB
for Hong Kong Courses. Deadline is 15 May for Singapore and 31 May for Hong
Kong.
Note – delegates on our BPS Level B course in
Singapore always get 50% discount off the Wave Conversion
course which follows their Level B training. More details at http://www.psyasia.com/bpscourses
Course Reviews from Previous Attendees
“Informative, relevant to work, knowledgeable facilitator”
Danny
Hay Group
“Good introduction to the tool and practical session was useful”
Geraldyn Fong
Managing Consultant (Psychologist)
Hudson Global Resources, Singapore
“Insightful and informative. The methodology behind the Saville
Consulting Wave Report is light years ahead of other psychometric tests yet
it is a breeze to use! The interface between motives, competencies and culture
is exactly the missing link that recruiters are looking for.”
Diana Yeo
Ministry of Defence, Singapore
“A highly practical and enjoyable approach to the application
of an extremely useful tool for selection and development – well worth the investment,
highly recommended.”
Neville Pearsall
Director HR
RMIT International University, Vietnam
Not ready for training and accreditation
but still want to use the Wave?
Then please consider PsyAsia’s Psychologist-on-Call™
service instead. Our registered psychologists will take care of the complete process for you, including a call and behavioural interview for your candidates and a feedback session with the decision-maker. More details at http://www.psyasia.com/psychologist_candidate_screening.php.
Tags: 360 appraisal, 360 performance appraisal, HRM, human resource management, Leadership, online psychometric testing, Performance Appraisal, Personality Assessment, personality test singapore, Personality Tests, psychometric test, psychometric test training, psychometric training singapore, Saville Consulting Wave, saville consulting wave singapore, Saville Wave Training, saville wave training hong kong, saville wave training singapore
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Thursday, March 18th, 2010
PsyAsia International is pleased to announce that until the end of March we will be offering free daily webinars to showcase our product range. Their will be no set agenda. The agenda will be set by attendees. Please note however that product knowledge may differ depending on which of our consultants is running the webinar. Come along and chat with our consultants, see the Saville Consulting Wave, Identity Personality Assessment and the Apollo Profile in action. Ask questions about training and consulting options and so forth!
For times and to register, please click here…
Tags: 360 performance appraisal, HRM, human resource management, Personality Assessment, psychometric test, psychometric test training, psychometric training malaysia, psychometric training singapore, Recruitment, saville consulting wave singapore, saville wave, saville wave training singapore
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Wednesday, March 17th, 2010
The Amazing Apollo Profile
This free webinar will be facilitated by Mr. Jim Bowden, the developer of the Apollo Profile. The session will be interactive (provided attendees kit themselves out with headphones and a mic!) and Jim will present numerous interesting case studies.
The webinar will cover the following:
• Introduction: The Amazing Apollo Profile- can transform Recruitment, Staff Development, and Organisation Performance –Client example
• Apollo Questionnaire – valid/reliable/comprehensive
• Why is Apollo amazing? Apollo Advantages
• Using and interpreting of Apollo reports with anecdotes
• Recruitment – Accurate, easy, low cost – Case Study using Apollo Best Match in China for filtering 12,000 applicants for 40 Graduate level jobs
• Training and Development – Unique Apollo report PLUS downloadable solutions. Convenient, low cost, motivating
• Organisation Development. Benchmarking: Can analyse and identify current corporate strengths and weaknesses – then create high performing models/culture, identify engagement issues – case studies
• Customising: Develop models that work specifically for your organisation. If your organisation is serious about leadership through people.
• Integrate everything together with flexible multi-purpose Internet Online solutions. Use your own competencies frameworks and vocabulary – examples
• Special Offer – have to listen to Webinar to find out!
Date: Monday, May 17, 2010
Time: 12:30 PM – 1:30 PM SGT
After registering you will receive a confirmation email containing information about joining the Webinar.
System Requirements
PC-based attendees
Required: Windows® 7, Vista, XP, 2003 Server or 2000
Macintosh®-based attendees
Required: Mac OS® X 10.4.11 (Tiger®) or newer
Space is limited.
Reserve your Webinar seat now at:
https://www1.gotomeeting.com/register/522465752
Tags: Apollo Profile, Apollo Profile Hong Kong, Apollo Profile Malaysia, Apollo Profile Singapore, HRM, human resource management, human resources, Personality Assessment, personality test singapore, Personality Tests, psychometric test, psychometric training singapore, reliability of psychometrics
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Free Webinars & Online Learning, HRM, Personality Tests, Psychometric Test Purchase FAQs, Psychometric Test Training and Accreditation, Psychometric Testing, Recruitment & Selection, Talent Management |
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Thursday, March 11th, 2010
PsyAsia International is pleased to once again be supporting Singapore’s Human Resource professionals as a sponsor of the Singapore Human Resources Institute’s Annual Human Resource Congress.
The Singapore HR Congress and Business-Connect Exposition 2010 will address the newly derived term of HR TransmutationTM and explore the topic in deeper context. The current economic churning has made it explicitly clear that industry is not just facing another downturn but it is accompanied by impactful structural, demographic and mindset changes across industry and top management cannot afford to respond with anything less than a complete overhaul of the system to survive and sustain. Renowned speakers and leaders from the HR fraternity will share their experiences and provide useful insights on the know-how of managing paradoxes in a turbulent world.
PsyAsia’s clients are entitled to a 35% discount on the price of conference tickets. Please contact us in the first instance to avail of this special offer.
“A strong and capable HR community can be the catalyst and change agents to initiate and implement people development efforts in organisations, and help build stronger capabilities amongst our business leaders and managers.”
PM Lee Hsien Loong
11th World HR Congress 2006 organised by SHRI
PsyAsia International is Asia’s leading independent distributor of Psychometric Tests of Personality and Aptitude. From offices across Asia, including Singapore and Hong Kong, our psychologists assist the world’s top organisations and local governments to recruit, select, assess and retain the best employees. Our services are only offered by fully registered organisational psychologists with years of experience in their field. PsyAsia also offers world-class training in Psychometric Testing in Singapore, Malaysia, Hong Kong and Online.
Tags: hr, hr conference singapore, HRM, hrm singapore, human resource management, human resources, Performance at Work, Personality Test, psychometric test, psychometric training singapore, Recruitment, Selection, Talent Management
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Wednesday, December 16th, 2009
PsyAsia International will be suspending blog posts to our educational sites at www.assessmentcentral.com, www.psychometrictests.sg and www.psychometricassessment.com/blog until after the Christmas and New Year break while our blog writers take some well earned time off. Thank you for keeping up to date with us at our blogs during 2009 and we look forward to writing more about psychometric tests, human resource management and business psychology for our readers in Singapore, Hong Kong, Malaysia, China and worldwide. Enjoy the holidays!
Tags: HRM, hrm blog, human resource blog, psychometric test
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Monday, December 7th, 2009
 Identity Psychometric Personality Questionnaire Webinar
Attendees will be introduced to this personality assessment which produces the most comprehensive assessment of personality on the market. Key decision-makers will also have an opportunity to trial Identity.
-Overview of the Identity Self Perception Questionnaire
-Scales of Identity
-Derived Psychological Models
-Identity Reports
-Identity Online
-Benefits of Identity
-Applications of Identity
-Comparison with other leading questionnaires
-Identity Accreditation
Click here to register
Tags: free hr webinars, free webinar, hrm webinars, identity self-perception questionnaire, online personality test, personality test singapore, psychometric test, psychometric test training, psychometric training, psychometric training hong kong, psychometric training malaysia, psychometric training singapore, validity of psychometrics
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Friday, November 20th, 2009
The Market for Psychometrics in Singapore
There are so many Psychometric Tests on the market in Singapore now, the task of choosing the right one is not easy. Choice is always a good thing, however as humans we often look for easy or stereotypical ways of making those choices and they are not always the best ones to make. For example, a client of ours was preparing for an upcoming team-building session. He approached us asking if we had a certain test that he could use in that session. Our answer was that we don’t supply that test for various very good reasons. The client’s response was “but so many people use it”. This is a typical response. Another potential client had been looking around in Singapore for Psychometric Personality Tests to use in his training sessions as an added benefit. He categorically advised us that he was not interested in validity and was looking for something simple and cheap! The reality here is that at best he is wasting his time and the time of those who will complete his tests. At worst and most likely, his trainees will be led to believe things about themselves which frankly may not be true (reliable or valid!).
Science, Psychology, Psychometrics and the Real World of Business
As busy professionals we often assume that if lots of other people are using a test it must be a good one. This is a huge mistake. Our evolution has programmed us to be seduced by glossy advertising materials and confident, friendly salespeople. On the other hand, we have a tendency to be turned off by less glossy scientific figures, statistics and perhaps psychologists such as myself who speak about the science and real value behind a test, its validity! Ultimately then, both our clients and ourselves as psychologists have problems to overcome!!
Psychologists have to be able to explain in more “glossy” terms about the technical properties of a test and our clients, usually the HR and aligned professions, are invited to turn their ears our way for a little while, just long enough to get the notion that there is more to a psychometric test than meets the eye!
Technical Properties of Psychometric Tests
When we talk of the technical properties of a psychometric test, we are referring to things such as its reliability and validity as well as how it was constructed. If a test is constructed well, it will take time. Not months, often years. The test will also evolve over time such that more and validity data will be added to its manuals. This process is costly, hence good tests cost money.
If you come across cheap tests, that should start to ring alarm bells. It’s possible to write a few questions on a napkin in a restaurant and call it psychometric and even try to sell it. If it looks good and the questions look relevant perhaps it will sell and gain a huge following. But how reliable is that test?
In other words, can it provide consistent measurement of your candidate? If your bathroom scales provide different results each time you weight yourself you take them back and say these are not reliable. Likewise with a test, you need to ensure that it is consistently assessing the constructs that it purports to assess. We often come across new clients who are shocked when we tell them that good personality tests often contain around 200 questions. However, buyer beware! We know that the longer the test, the more reliable the results (as long as it is not so long that the candidate falls asleep!).
An unreliable test can not be a valid test, hence reliability is a precursor to validity. However, validity is arguably the most important aspect of a test. You choose to use tests because you want them to illustrate where a candidate stands in terms of their ability or personality or in order to predict how your candidate will perform or behave in a job. The test’s ability to meet this need is referred to as validity.
Some tests on the market are simply more valid that others. In fact, one test in the past year has proven to be more valid than all other tests it was compared with on the market! How come users stay with their current test then? Perhaps because of preference, habit, price, mass-following and so on. However, do ask yourself and your test supplier, how valid is your test – this is the single most important technical property in a psychometric test!
Sometimes tests which are more valid will be more expensive but this makes sense. If a test took a long time to develop, was developed well and by a reputable publisher and is based on well founded theories that have been researched internationally, then surely it is worth paying the extra as such a test will provide an excellent return on investment with its strong validity.
Training to use Psychometric Tests in Singapore
Properly developed psychometric tests require proper training to be used competently. If your test supplier requires that you undergo very limited or no training, this is a reflection of the test as well as their lack of understanding of psychometrics. You need to understand the concepts referred to above, as well as error in testing and how to make decisions based on test results, let alone how to feed back results properly to candidates and decision-makers. The type of questions (i.e., forced choice versus rating scales) will also dictate how you can use the results – you need to be trained to understand this! In some parts of the world (South Africa for example), only psychologists can use psychometric tests. Whilst this is a strict rule, it has its logical basis in how easy it is for untrained professionals to use tests wrongly.
Purchasing Psychometric Tests in Singapore
You may also wish to consider where you purchase your tests from, particularly in Singapore. In recent years we have seen an influx of profiteers in the industry who seek to make money but lack any depth of understanding in psychometrics or psychology at work. This will change in time as psychology in Singapore develops. For now however, be wary of this and we suggest that you only purchase psychometric tests from fully registered organisational psychologists who have a firm grounding in personality, psychometrics and psychology at work and who are answerable to professional competence and ethics boards. Many of those selling psychometric tests in Singapore are simply not answerable to anybody in terms of their conduct or competence. You can therefore not be certain that any advice they provide is relevant, up-to-date or will work in your organisation.
There are many more things to be aware of when choosing psychometric tests in Singapore. We cannot entertain them all here due to space constraints. You may wish to look out for training courses in Psychometric Assessment such as our our Psychometric Assessment at Work training which leads to the internationally recognised British Psychological Society Level A and B Certificates of Competence in Occupational Testing. Such courses will prepare you further for choosing the right test and therein avoid costly selection and development mistakes. Look for courses run by experts in psychometrics who are based in Singapore and hence have a strong understanding of test use aligned with local culture, laws and practice.
Note: some Singapore firms will ship in overseas trainers to run psychometric training. We suggest you avoid this training reseller model given that the facilitator is based overseas and is thus likely to lack knowledge of the Singapore business/legal and cultural environment for Psychometric Testing.
This article is Copyright PsyAsia International Pte Ltd.
It was originally written for Human Resources Magazine in Singapore
A shorter version of the article appears in the magazine’s November 2009 issue
Tags: Personality Assessment, Personality Test, personality test singapore, Personality Tests, psychometric test, psychometric test training, psychometric training singapore, reliability of psychometrics, validity of psychometrics
Posted in
Psychometric Test Purchase FAQs, Psychometric Test Training and Accreditation, Psychometric Testing |
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