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Psychometric Assessment: Overview of test use and developments

Psychometric Assessment: Overview of test use and developments. 3rd December 2018 AGCAS Psychometrics Task Group. Types of tests & assessment. Cognitive tests – learning, reasoning, capacity (what) Personality – style, preferences (how) Motivation – drive, energy, engagement (why)

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Psychometric Assessment: Overview of test use and developments

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  1. Psychometric Assessment: Overview of test use and developments 3rd December 2018 AGCAS Psychometrics Task Group

  2. 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) • New developments – game-based tests and AI

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

  4. Popularity • CIPD Resourcing and Talent (2017) • Competency-based interviews – 78% • Interviews on contents of CV / app form 74% • General ability tests – 41% • Assessment centres – 39% • Personality / aptitude questionnaires – 35% • Online tests – 23% • Gamification – 2% Based on 1068 UK organisations

  5. Popularity • Over 95% of FTSE100 companies • c70% of SMEs • Tendency for greater use in private sector than public or voluntary sectors

  6. Popularity – SHL • 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 • Current estimate of 25 – 30 million tests per year

  7. SJTs • Can assess behaviours, skills, competencies • Based on understanding and responding to scenarios • Provide ‘low fidelity simulations’ • Relatively distinct from other assessments • More a methodology than a construct

  8. SJTs

  9. Getting inside SJTs • Mainly assess behaviours / competencies • Often developed through critical incident interviews • Commonly encountered situation to be solved • Variety of options / ways to respond • Expert judgement of effectiveness • Items may reflect • ‘common sense’ judgement • work-place appreciation • role-based expectations

  10. What the research tells us - SJTs • Very little good research available • Re-test effects similar to cognitive tests • Familiarity is likely to be important – variation in question formats • Know the company – what do they want? • Typical behaviour and fit

  11. Developments with current tests • 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

  12. Developments with current tests • Personality assessment • 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’

  13. Going mobile • 45% of job seekers use their mobile to search for jobs daily • 89% believe a mobile device is an important tool for job searching • 48% think mobile will be the most common way to search for jobs in two years or less • 90% of the Fortune 500 company career sites do not support a mobile applications (Glassdoor surveys, 2014)

  14. Tests going mobile

  15. Strengths-based assessment • Identifies individual strengths, interests, motivators • May be an assessment or interview • Part of a wider recruitment process • Predictive of fit and retention • Open to preparation? • https://www.viacharacter.org/www/

  16. Strengths-based assessment

  17. Game-based assessment • Some definitions • Games • Gamification • Game-based assessments • Attractive • Equitable? • Valid?

  18. New developments and issues • Diversity vs validity • Diversity is increasingly important to organisations • Traditional tests, esp ability, are not great here • Personality, simulations, GBAs are better here… • … but are they equally valid? • AI / natural language processing • Digital footprint analysis • Up to 90% of employers review candidates’ social media profiles • Rise of companies offering social media reports

  19. Looking further ahead

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