Psychometrics assessment is a scientific term and has gained a lot of recognition in recent decades. It is a field of study within psychology that is focused on psychological measurement and assessment. It mainly assesses cognitive and behavioral patterns. It is inclusive of statistics within the rather subjective world of social sciences. The researchers and practitioners that work with these statistics and patterns are known as psychometricians.
This field is developing at a progressive rate. Many tools within the assessment system have corrected themselves. One such example is Social Desirability, which is prevalent in personality tests. Participants often answer the questions according to the ideal image that they have in their minds. Psychometricians have come up with Social Desirability Scores that aim to detect such a phenomenon and correct the assessment accordingly.
Psychometrics assessment is a reliable source of information as they are statistically examined and are objective. The validity and reliability of data collected through psychometrics assessment have increased as the research is advancing on the same. It is of noteworthy value when it is combined with other methods of data seeking and analysis.
It has been often used in traditional academic institutions to assess the students on different factors, the most basic test being the IQ that many students take to test their intelligence. Other areas where such metrics are used are the learning and development departments as well as the human resources department. Within the domain of human resources, one area which frequently benefits from testing is Recruitment.
Recruiters often use different testing methods to assess the aptitude, attitude, and potential of the candidates. Many organizations have incorporated a personality test round as a fixed round within the selection process; such assessments bring out the strengths and traits of the candidates that he/she is unable to verbally express. Thus, personality testing and psychological analysis aid in bringing the best-suited candidate to the available positions. Organizations have therefore roped in psychometricians for the effective completion of the selection process and suitable staffing.
THERE ARE THREE MAJOR TYPES OF TESTS THAT FALL UNDER PSYCHOMETRICS
These tests generally evaluate the numerical, verbal, and analytical reasoning of an individual. Aptitude Tests have been common in the educational domain.
These tests can be considered the sub-category of aptitude tests. These tests are focused on the abilities and knowledge that are related to the skill being tested. Skills tests are more common in the professional domain.
These tests provide the values and traits of an individual. The attitude of an individual is also assessed through these tests. The human resources department every so often conducts such tests to determine how smoothly a candidate can fit in each organizational culture. The most common personality test available is the Myers-Briggs Personality Test. Personality tests are also helpful in career development and guidance.
There are more tests and questionnaires that are being developed for the purpose of psychological testing. The recent case of Cambridge Analytica also showed the value of psychometrics and the need for ethics in dealing with the same. If the data curated through psychometric testing and analysis is ethically put-to-use, then such research can lead to many optimistic outcomes for human development and betterment.