The Dos and Don’ts of Using Psychometrics for Workplace Development

Why Use Psychometric Tests in the Workplace?

Learning from Others

Learning from Self-Reflection

Quantifiable

Which Tests Should You Use?

Mirror or X-Ray?

  • Mirror Presents things as they currently stand. Psychometric tests can be used to organise information for easy analysis. You put in the information, and the test results provide an organised way to assess that information.
  • X-Ray Offers a deeper psychological analysis. You may want a deeper and more involved exploration, offering information on things like emotional intelligence.

Past Experience

Role Being Tested

Reliable & Valid

  • Reliable Tests that are repeatable. In other words, if you take that test today and then take it again in a week’s time, the difference between the results is not going to be statistically significant.
  • Valid Tests that adopt a scientific method. In other words, they test what they say they’re testing.

You Get What You Pay For

How Much Does Psychometric Testing Cost?

  • 360-view If you’re asking multiple people to rate someone, it’s obviously going to be more expensive. You can expect to pay around $500, because there will be lots of inputs into creating a report.
  • Self-report Generally these can be done for less than $200, sometimes even around the $100 mark, depending on the report per person. That’s just for the report, not the debriefing.

Types of Tests

Whole Brain Thinking

DISC

Personality Tests

Life Styles Inventory

Emotional Intelligence Tests

Profile XT

How to Use Psychometric Tests

Qualified Assessors

Confidential

Review and Redo

Delivering Psychometric Tests

  1. Identify what you would like to develop Do you want to understand yourself better? Or your whole team? Do you want to develop your leadership capability? Or is it that you want your team to be more innovative? Think about your who and what you want to develop.
  2. Look at the options for assessments Keep in mind whether people have had experience with psychometric testing before and their role.
  3. Make a plan for delivery Will you do a team workshop? Or an individual development and debrief session?
  4. Talk to the facilitator Discuss the way you will communicate with the teams or the individuals.
  5. Explain your goals When you introduce these tools for development, it’s very important to clearly explain why the organisation is introducing these tools, the benefits for individuals and how their information will be used. Make it clear that the results will be confidential.

Listen in for more on psychometric testing for development

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Karen Kirton

Karen Kirton

Founder of Amplify HR — a consulting company in Australia that specialises in enabling businesses to find, grow and keep great people. www.amplifyhr.com.au