Policy on the use of Psychometric Indicators and Ability Tests
The aim of this policy is to explain and define psychometric tests, promote
high standards and professionalism in using tests and provide guidance on good practice when considering using testing in the recruitment, selection and development of staff.
1. Definition
Psychometrics are tests and indicators which can be systematically scored and administered and which are used to measure individual differences. Testing is divided into two categories:
· ability tests assess the candidates specific ability at verbal, numerical or reasoning skills
· personality assessment gives a more rounded profile of candidates which cannot easily be assessed by other methods of assessment
2. Scope
Psychometric testing is a service provided by Human Resources for the purposes of career development, leadership development, team development and recruitment and selection.
2.1 Career development
Psychometrics can be used to help individual staff gain greater insights into their responses to change, stress and team work and to indicate preferred roles and working environments. This self awareness is of value to LSBU because staff can better understand where their skills lie and what might threaten their success.
2.2 Management and leadership development
Our Leadership Development Strategy explains the focus we give to developing leaders through increased feedback. We use psychometric testing and assessment centres for the recruitment of our leadership succession cohort. We also use 360 degree feedback in our management and leadership development.
2.3 Developing teams
MBTI and Belbin Team Types can both be offered as team events to help a team maximise performance by understanding how different personality types can best work together to increase team outputs and success. The Organisational and Staff Development Team (OSDT) can organise and run this type of team development activity.
2.4 Recruitment and selection
Psychometric testing is a service provided by the Human Resources Department for the purpose of enhancing the quality of information available when selecting staff. Psychometric testing will always be used in addition to other methods of assessment including interview and presentation. Psychometric testing at the University is not used prior to candidate short listing, only after short listing.
Well constructed psychometric tests:
· predict job performance better than any other single selection method
· provide objective information about a candidate
· avoid the problems of subjective bias associated with interviews
· produce more accurate results than interviews or references
The use of psychometric testing will be determined by advice from the HR Business Partner and the view of the recruiting manager as early as possible in the recruitment and selection process. The following will be discussed:
· whether it is appropriate to use a test or indicator and whether it will provide any additional relevant information
· how the relevance of the tests or indicator is linked to the position description and which aspects will be mapped against the OPQ indicator or ability test
· the time requirement in the process
· the availability of qualified staff to administer the tests and to build in feedback time to the candidates
· the budget required to run the tests/indicators –normally met by the recruiting department
· whether there will be a two stage process and whether the test will only be used for the candidates who have a second stage interview
· the weighting the test or indicator will carry
Overall responsibility for testing standards rests with the staff in HR who have the relevant Certificate of Competence in Occupational Testing (British Psychological Society Level A and Level B). This responsibility includes ordering and secure storage of all materials, co-ordination and recording of all assessment activities and interpretation of assessment tools including feedback to the recruitment panel and candidates.
Candidates will receive adequate notice that they will be required to take tests/questionnaires, notice of the duration, adequate information about the requirements of each test and the opportunity to question any arrangements for feedback. Candidates will also receive confirmation of who will be party to the results/outcome reports, details of how the results will be stored and for how long.
2.5 Use of the OPQ tool in recruitment and selection
Where the OPQ indicator is used as part of selection, the HR administrator will need to be part of the selection panel. Candidates will be sent the electronic questionnaire in advance of the interview date. The HR Administrator will order the analysis report and map the OPQ dimensions against the agreed selection criteria. This will then be discussed with the panel in advance of the candidate’s interview, to allow for planning extra questions to draw out additional information relating to the personality profile.
Following the interview feedback will be offered to all candidates on their OPQ profile by the HR Administrator.
3. Equality and Diversity
Well constructed psychometric tests minimise recruitment bias and make the process fairer for the applicant. We will always ensure testing does not discriminate against individuals on the grounds of gender, gender reassignment, pregnancy and maternity, marriage/civil partnerships, sexual orientation, race, disability, religion or belief or age.
We review the content and statistical analyses of the tests we use in recruitment and assessment centres to ensure they are appropriate for use with different groups and that norm groups contain representative proportions of ethnic minority groups and women.
If candidates have a disability we will make appropriate adjustments. These could include extra time given to candidates to complete activities, adjustments to the physical environment, specialist equipment, and materials in alternative formats for visually or hearing impaired candidates. We will always have a discussion with the candidate about their requirements if they inform us they have special needs.
Most tests and indicators are available in a variety of languages and we will offer these to candidates whose mother tongue is not English.
Tests and personality profiling will always be used in conjunction with other relevant information about the candidate and we will not use cut-off scores for ability testing.
4. Guidelines for Use
LSBU will only use psychometric indicators in the following circumstances:
1. We decide what we want to achieve and measure to a purpose. We use the right tools for the job, i.e. a trait-based tool for selection and ensure we have the right outputs to support the decision, ensuring we know what ‘good’ looks like in a role profile. We use trait and type-based tools for development.
2. We use OPP and SHL, leading suppliers in psychometric instruments that are ethically managed and accurate. For other indicators such as Myers Briggs we use only trained and qualified practitioners. Assessment centres will always be run following the British Psychological Society Guidelines
3. We explain the ‘what and the why’ of an assessment and support the development planned.
4. We honour the contract set up when using psychometric instruments and never share the results without letting the person know that we intend to do so, for example with members of a recruitment panel. Results from MBTI and Development Centres are never shared unless the person is willing to share them.
5. We always give the opportunity for individuals to identify their own MBTI type through a discussion towards ‘best fit’. With other tools we adopt best practice to offer feedback in the interests of the individual and our priorities.
6. We encourage our staff to share feedback reports to generate understanding and trust among managers and team members, speed up problem solving, and benefit communication style and decision making.
7. Other than for use in recruitment and selection we never insist that staff use any of the indicators and participation is entirely voluntary.
Notes:
The Equality Impact Assessment for this policy is available on the OSDT website at http://www.lsbu.ac.uk/osdt/psychometrics.
Leonie Saywell April 2011 (R&S Improvement Project)