Psychometric tests can be valuable indicators of an individual’s abilities, aptitudes or personality characteristics deemed important in effective job performance or other activities. They are based on a number of assumptions:
- That particular characteristics are directly related to the demands of the job/circumstance and without them or if poorly matched, performance will be compromised.
- It is possible to measure aspects of human ability, intention and behaviour in ways that are consistent and measurable.
- That it is desirable to reduce human capacity to measurements of aspects of observable action e.g. attributes etc.
Psychometricians talk about validity and reliability of tests, the relevance and consistency of test respectively. However, despite scientific evidence of the validity and reliability of a test specific to e.g. a job, it is important not to put all your trust in their findings – whether as interviewer, candidate or individual interested in the human condition. Human behaviour is complex and changeable, despite tendencies for us to behave in consistent ways that can be related (by empirical methods) to certain behavioural outcomes. The workplace as is any arena of social interaction, a dynamic, organic set of processes which influence and shape an individual’s behaviour. Then there is choice….
As individuals, we operate under many myths; unquestioned assumptions that stop us looking for other explanations or information. Psychometric tests are subject to myths about their power. Because these are assumptions, tests should be used wisely, as a framework against which to more qualitatively assess intention, desire and behaviour. Whether administering or subject to psychometric testing, we can’t relinquish responsibility to test results to explain others’ or our own actions. If we do this, we act as if there is no real choice in what we or others do.
The more we take responsibility for understanding ourselves and others, the greater the capacity we have to choose what to create – in and out of work!