Why use a test in recruitment?
The test is a tool to facilitate decision making in selection and recruitment. Good tests provide significant additional information to the traditional basis for decision; namely CV-analyses, reference checks and interviews.
What is important when choosing a test?
A good test is based on scientific ground. It should have a scientifically acceptable theory and an empirical basis. Information shall be provided to show that the theory holds. Ask for validation studies.
How do you know a test is good?
A scientifically good test must have high reliability and high validity (relevance). The reliability coefficient indicates how stable the test result is if the person takes the same test at two different occasions. The reliability is expressed as a coefficient between 0 and 1. An acceptable reliability has a value of 0.7 or more. Validity indicates how well the test can predict success in the tasks in question, for example, job performance. Validity is also expressed as a coefficient between 0 and 1. An acceptable validity is a value of 0.3 or more.
What is the difference between ipsative and normative tests?
Ipsative tests have no normative data. This means that you cannot compare two individuals with each other. Therefore, ipsative test should not be used in recruitment and selection. Normative tests have comparative data, that is, you can compare the individual’s response with a group of other people. Normative tests should be used for recruitment and selection, since the individuals´ results can be compared with each other.
What is psychometrics?
Psychometrics is a group of statistical methods used in evaluating psychological instruments, the doctrine of psychological measurement.
How can a candidate answer Psykometrika´s test battery in less than 60 minutes?
Our test battery is designed so that as few items as possible are used to achieve satisfactory or high reliability. Therefore, the time required is not so extensive.
How stable is Psykometrika´s test battery?
Our test battery consists of 17 different and separate subtests. All the subtests have satisfactory or high reliability, varying from 0.72 to 0.92.
What does Psykometrika´s test battery contain?
The test battery consists of 17 different subtests, not only one test. All are based on what modern research considers essential for success in today´s working place. It is not only personality, intelligence, motivations or attitudes that creates success, but most often a mix of several factors.
What does Psykometrika´s norm group look like?
Our norm group consists of about 4 000 persons, a representative sample of today´s working population. In essence, the norm group consists of people who are active candidates for a job they want, in “competing situations”.
Can you, for example, sort out only managers or women in the norm group?
We have chosen to have a homogenous norm group and therefore we do not separate groups from each other. We can, for example, separate men and women, academics and non-academics from each other. But we have chosen to have one and the same norm group to increase comparability in “competing situations”. In reality, both men and women compete for the same job.
Does Psykometrika have a special manager test?
We have the opportunity to create such a test battery. But many customers already use the entire test battery in recruitment of managers and in “success profiles” for other types of employees.
What is the difference between the DISC tests and Psykometrika´s test battery?
DISC tests are ipsative and Psykometrika´s test battery is normative. Ipsative tests are not designed to be used in selection or recruitment. Normative tests are developed for recruitment and selection.