Psychometrics or psycho-sceptics? When is testing fair?
As Psychometric testing continues to grow in popularity locally, the importance of adequate and recognised training (even if this is not required by some commercial test suppliers) cannot be over-emphasised.
Would you trust a gardener to cut your hair? Would you trust a sculptor to fix your teeth? Probably not ...unless they were also qualified as a hairstylist or dentist. You do not have to be a psychologist to use psychometrics but you should be adequately trained.
No matter how good the tools are, the implications of a test used by poorly qualified individuals are psychologically and ethically as damaging as the gardener-barber and sculptor-dentist.
Assessment is part of life. We are constantly assessing others and vice versa, even if the process is subconscious. Naturally, we are influenced by our background, environment, prejudices, etc. Objectivity is a skill that has to be learnt or refined.
The most sophisticated and controversial psychometric tests are those that measure personality factors. The best tests today are the product of many years of experience and development in working environments, based on a strong backbone of psychological theory.
Tests become controversial when the reliability (reproduceability) of the data is relatively low and when they are used or designed incorrectly. When used correctly they significantly improve the ability to make the right decisions about oneself and others.
For all these reasons psychological associations around the world have over the years established standards (the most well known being the Level A [Occupational Testing] and Level B [Personality Assessment] certification in the UK) - not to be over protective about who uses tests or to create a monopolistic situation for psychologists but to promote best practice and relevant training for all practitioners.
On these programmes not only do delegates receive practical, hands-on training in test administration and interpretation, but issues such as professional ethics, the Data Protection Act and the cost-benefit of testing are discussed.
Ultimately this is all about ensuring a fair and positive experience for test takers. Psychometrics should be treated with respect, rather like a prescription pill - not to be administered without the proper qualifications and training, especially as the consequences of its use can have a profound impact on someone's future career or job prospects.
The FHRD is organising an HR practitioners' meeting on December 15 for those interested in learning more on the subject.