Classification of Psychometric Tests

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We hear about psychometric tests day-in and day-out and being a Psychometrician, I hear about them more often that anything else. Sometimes, I feel overwhelmed to see so many different meanings people assign to the term ‘Psychometric Tests’. Now, it has become part of my latest communication protocol to first figure out my interlocutor`s meaning of psychometric test to have any meaningful discussion with him/her. Here is how I look at psychometric tests: 1. Psychometric Test is a quite general term representing one general category of tests used to measure some aspects of Human Characteristics which fall into the domain …

A non-mathematical introduction to IRT (for test users)

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IRT a.k.a Item Response Theory is a buzzword in the domain of Psychometric Testing. There are hundreds of articles written in both – praise and criticism of this theory. Like all other theories, it is not perfect but very useful for certain purposes. So, what exactly is IRT? IRT is a theory of modelling (representing) candidate`s response in a way that allows us to look at each response in isolation rather than looking at all the responses as a whole. This results into many significant advantages; e.g. one can present different questions to different test takers and can still compare …

Psychometric Testing Certifications – The NEED and the GAME

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Recently I started a discussion on LinkedIn some psychometrics related groups to get people`s opinions about why they attended psychometric testing certification programs. I received more direct messages than replies to the posts. Most people who wrote to me talked about the ‘GAME’ of psychometric testing companies to force them to go for certification. Some also talked about their ‘NEED’ to learn more about the tests they are using or plan to use. This discussion on Linkedin prompted me to write this article to share my thoughts on this issue and share the messages I received from my professional network. …

Why some hiring managers find psychometric testing useful and others not?

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Some time ago, there was a survey on linkedin created by one of my contacts, Mr.Danish, asking respondents to cast their vote on a simple question “Does psychometric testing add value to the talent acquisition process?”  Total 282 people casted their vote and 38 shared their experience in form of comment. Though the survey is very small in terms of number of participants and nothing can be generalized on the basis of results of this survey; it, nevertheless, throws ‘important insights’ into why some hiring managers find it helpful to use psychometric tests in talent acquisition process  while others find it useless. This survey …

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Psychometric Certifications – The NEED and the GAME

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Recently I started a discussion on some psychometrics related groups to get people`s opinions about why the attend psychometric certification programs. I received more direct messages than replies to the posts and most people who wrote to me talked about the ‘GAME’ of psychometric test developers to force them to go for certification along with their ‘NEED’ to learn more about the instruments they are using or plan to use. This prompted me to write this post to share my thoughts and messages from my professional network that I received. Psychometric Tests are complex measurement instruments. Way more complex than …