Psychometric Testing Guidelines
1. Introduction
These guidelines are intended to help appointment panels consider whether any form of psychometric testing may assist them in the selection of staff for any particular vacancy. Please note that tests can also be used for staff development purposes and Human Resources can be contacted for advice.
2. Background
Firstly you should read the Psychometric Testing Policy. This policy statement contains definitions and principles to which Human Resources will strictly adhere. On definitions it is important to note that the term 'psychometric testing' refers to both ability tests (e.g. verbal or numerical reasoning) and occupational personality questionnaires.
3. What Preparation Do I need To Do?
If you are interested in exploring the possibilities you should refer to Human Resources before advertisement. It will be a pre-requisite that you have analysed the job in sufficient detail to have produced a person specification because this is the tool which will enable Human Resources to advise you if any of the available tests will be helpful. Additionally applicants will need to be advised that psychometric testing will form part of the process and in the case of ability tests there are practice leaflets with specimen questions that should be sent to all candidates in advance.
It is vital that all members of the appointment panel agree to the use of these tests in advance. It is important that the procedure is not entered into without an understanding by the panel as to the appropriateness of the tests and how they fit in the appointment process.
4. Who Can Administer Tests?
Where the use of a particular test seems appropriate we will arrange to provide someone who is trained to administer the tests and also someone who is trained and certificated to British Psychological Society standards in interpreting results for the panel. The cost of materials will be re-charged to your unit as follows:
- Ability tests: £10 per candidate
- Occupational Personality Questionnaire: £30 per head.
There will be no charge for Human Resources staff time but in the event of trained Human Resources staff not being available we will endeavour to provide equivalent external expertise chargeable to the Unit.
5. How Do I Purchase Tests?
Tests will be purchased only from reputable suppliers. Manuals for tests will be purchased by Human Resources but each time a test is used sets of question and answer sheets will have to be purchased and these costs will be the responsibility of the employing Unit. Test materials are covered by copyright and must not be reproduced without the express permission of the supplier.
6. How Do I Ensure Cost Effectiveness?
In addition to purchase costs of tests and manuals there is a considerable commitment of time involved in administering, marking and interpreting tests, as well as giving feedback to candidates. It may not be cost effective for some junior appointments or where there are a small number of applicants from which to select. On the other hand for jobs where success is critical and/or high salaries are being committed then the cost can be more readily justified.
7. What are the Conditions of Supply andUse?
In the UK all reputable test publishers maintain a register of qualified people to whom test materials may be supplied. Therefore tests must not be commissioned or results interpreted other than by trained staff possessing the appropriate certification. Also to ensure consistent and fair treatment of all candidates tests must be not be administered by staff unless they possess the relevant test administration certificate.
8. When do I Give Feedback to Candidates?
Candidates should always be notified in advance that occupational tests are to be used and should always be offered the opportunity to receive feedback from a qualified test user.
9. How do I Store Test Results?
Test results should be kept by test users in secure files. Persons who are untrained should not be allowed access to raw data from tests but only to clearly described interpretations. Results over 12 months old are invalid for selection purposes and will be destroyed after that time.
10. Are There Any Other Alternatives?
Occupational Personality Questionnaires: Human Resources will only recommend their use where there is a clear business case that they will assist the process e.g. where the preferences and styles that emerge can be related to the person specification. There is a danger of spurious judgements being made and this needs to be avoided both in order to be fair to all candidates and to avoid misjudgements as far as possible.Please bear in mind that other selection techniques such as work samples or exercises closely related to actual duties may be more appropriate and more likely to lead to successful appointments. Again Human Resources will be able to advise.
11. Useful References
Psychometric Testing Policy
Human Resources HRG004
August 2017
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