Current Tends in Psychometric Assessment 16th September 2014 Loughborough University

Overview A quick recap about psychometrics Why are tests used? Who uses tests? Trends in testing

Psychometric tests “an objective and standardised measure of a sample of behaviour” Anastasi and Urbina (1997) ‘psycho’ = mind ‘metric’ = measurement

Psychometric tests administered in a standardised way scored and interpreted in a standardised way reliable – meaning they are accurate valid – meaning they are appropriate for purpose rigorously developed according to best practice standards

Psychometric tests

Types of tests & assessment Cognitive tests – learning, reasoning, capacity (what) Personality – style, preferences (how) Motivation – drive, energy, engagement (why) SJTs / simulations – judgement, practical knowledge, ‘common sense’ (what & how)

Cognitive tests Focus of much of today as they are the most… widely used widely researched open to preparation feared! They cover tests of ability, aptitude and attainment

Types of cognitive test Ability tests Assess what a person is capable of doing May assess general or specific abilities ‘g’ or general ability Verbal ability Numerical ability Abstract ability

Types of cognitive test Attainment tests Assess what a person has learnt e.g. educational qualifications, accountancy Influenced by ability, so association Aptitude tests Abilities related to acquiring specific skills Future-oriented, i.e. used to predict In practice, often similar to ability tests

Personality and motivation Self-report measures No(?) ‘right’ or ‘wrong’ answers Assess typical behaviours Personality - distinction between ‘trait’ and ‘type’ Motivation related to drives and values – increasing emphasis, especially on fit

SJTs Can assess behaviours, skills, competencies Based on understanding and responding to scenarios Provide ‘low fidelity simulations’ Relatively distinct from other assessments

SJTs

Why are tests used? Objectivity Accuracy Validity ‘Level playing field’ Structured interviews Astrology Unstructured interviews Graphology SJTs Ability tests Self-assessment 0 Effectiveness 1 References Personality assessments Assessment centres

Popularity CIPD Resourcing and Talent (2013) Competency-based interviews – 82% Interviews on contents of CV / app form 71% General ability tests – 45% Assessment centres – 43% Personality / aptitude questionnaires – 42% Online tests – 22% Based on 462 organisations across the UK

Popularity c80% of FTSE100 companies c70% of SMEs Tendency for greater use in private sector than public or voluntary sectors

Popularity – SHL 2010 Assessed more than 5 million people in over 160 countries in the last 12 months Worked with 10,000 customers More than 60% of the Fortune Global 500 used SHL: 80% of Technology companies 80% of Food and Beverage companies 70% of Financial Services companies More than 80% of the FTSE 100 used SHL, including every Telecommunications company 2014 estimated 25 – 30 million tests

Trends in testing More tests at all stages of recruitment Technology is everywhere, increasing accessibility Testing earlier on in recruitment process Ability tests High use Online, unsupervised Validation? Item banks and adaptive testing

Trends in testing Personality assessment SJTs Increasingly used as a screening tool Bespoke versions, focus on key attributes Can be used to derive competencies SJTs Typically used as an early filter Most likely to be bespoke to organisation Vary in terms of ‘fidelity’ Most advanced ones are ‘game-like’

Any questions?