Job Psychological Assessments
Integration of Pre-Employment Testing into the Hiring Process
Mar 27, 2008
Interviewers can identify a lot by observing and speaking to you, the job seeker. Psychological assessment as an extended form of interview confirms assumptions made about you during the actual interview.
Much time and money are invested by employers in training a new employee; essentially they want to make sure they are hiring the right person for the job in terms of skills, attributes and knowledge.
Types of Psychological Tests Used
- Aptitudes. These are timed tests that look at your reasoning skills. They can be abstract, numerical, verbal, etc.
- Motivation. It is an un-timed questionnaire that identifies what aspects of work are important to you. It also identifies what motivates you to work.
- Personality. It is another un-timed test that gives an insight on your behavior, values, and ethics. Most questions are true or false, yes or no.
Preparation for a Psychological Assessment
There's nothing much you can do in preparation for a psychological test. However, you can remind yourself few things:
- You cannot fail, but will only find out more about yourself by the end of the session.
- If by unforeseen circumstance something happens to you that may affect your performance, or you are suffering from stress or illness, inform the administrator or reschedule your appointment.
- Get a good night's sleep.
- Plan to get there on time so you are not hurried before starting the test.
How Test Administrators Know if You're Telling the Truth
Most psychological tests have built-in lie detectors called a 'social desirability scale'. This measures the accuracy of your answers and can be easily identified. The only reason applicants would lie in a psychological test would be to paint a good picture of themselves to be more appealing to an employer. To help minimize this, personality questionnaire designers have incorporated questions that target people doing this. Psychologists are informed to exercise a degree of caution when interpreting the results.
The Validity of Psychological Tests
The contribution of the test towards the overall application and the amount of emphasis placed on the results will differ depending on the importance of a particular skill or quality in a role you are applying for. Psychological tests are registered and tested for accuracy from a Psychological Assessment Board. They must meet a certain criteria of accuracy.
What Result Reveal about You, the Applicant
Psychologists interpret the results and compile a "feedback report" which gives a clear description of what skills, knowledge and personal qualities you, the applicant, have. They will then see whether you "fit" the role.
There is no 'pass' or 'fail' rating. However, you maybe unsuccessful in obtaining the role you've applied for. The reason for that is the employer is looking for a person they believe will 'fit' into the role, team and organizational culture of the company. If the fit is incorrect, there is a strong possibility of you leaving the organization within the first three months, assuming they'll give you a go.
The report does not include any personal information. Results received are valid only for the day of the testing. Access to the result is limited to verbal feedback. Often, an applicant will have to pay to receive the printed report feedback.
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