HR Consultants Bristol

Businesses have been using psychological tests to screen prospective employees for years, although the 1990s saw an increased use in personality assessments. Sometimes referred to as psychometric testing, such surveys may prove useful to an employer who wants to see beyond the CV and get a grasp of how well the prospective employee will fit into the culture of the company and how (s)he will potentially work with other members of a team.

The psychometric test, usually undertaken by suitably-qualified consultants, can be a strategic tool to aid the assembly of a team and address the dynamics of a company's culture. However, detractors argue that such testing is inaccurate and invalid, and that there is no substitute for gut instinct when it comes to choosing staff. Some managers have more belief in the perceived 'chemistry' of their staff's general interaction. But the visiting psychologist, spending time with a candidate, can give a far more objective and unbiased view of the candidate's attributes.

Types of testing

• ability test (measures potential)
• aptitude test (measures specific ability)
• personality test (looks at one's characteristics)

The tests can also take different forms. Abstracts are about differentiating between different patterns, numerical tests obviously deal with numeracy and verbal tests check how well a candidate makes sense of reports.

The most familiar of these tests are 'standardised objective' tests, such as the 16 PF and the Myers-Briggs tests. The drawback of these tests is that they only ask for a standardised response, namely a tick in a box. It is easy to manipulate the results to create a favourable impression.

If you are thinking about hiring a psychometrics consultant to undertake such tests, it is wise to check that the practitioner is accredited. A good test is the British Psychological Society's Certificate of Competence in Occupational Testing.