FAQs

Psychometric tests/assessments are a standard and scientific method used to measure an individual’s mental capabilities, behavioural styles, interests, values, and motives. Psychometric assessments are widely used in career guidance and employment to match a person’s abilities and personality to a suitable career or role. These assessments or tests are becoming more desirable to utilise in career guidance and occupational settings as the information collected from the psychometric tests may assist in identifying hidden aspects of individuals that are difficult to extract from face-to-face interviews.

The purpose of a psychometric test is to identify your potential, your level of ability in comparison to others and your preferences, therefore it is not something that you can fail. Tests that measure ability such as verbal, numerical and abstract reasoning do have right and wrong answers but there is no pass-and-fail, what you answer will determine your average ability in the specific area being tested.

Psychometric tests measure a range of skills from cognitive abilities, to assessing your personality. Specifically, in the case of occupational tests, it would depend on what the Organisation’s requirements are and which tests they have chosen to use to determine your suitability for the role. As mentioned, there are different types of tests that measure cognitive ability in the form of numerical, verbal and abstract reasoning. There are also a range of personality tests and tests that also look into your values, motives and interests. The intention is to match the ideal candidate to the role as well as the culture of the organisation to ensure a mutually beneficial relationship for both parties. Hopefully now, armed with all of this information, the next time you’re asked to complete a psychometric assessment you will feel much better prepared. If you have any other questions relating to preparing for your assessments, contact us so we can discuss your concerns with you!

Every organisation is unique and could be testing to identify different skill sets. Therefore, you are asked to complete new assessments. There are many different tests that measure personality, values, interests, and motives, depending on the specific test that the organisation has requested you to complete, the previous tests that you may have, might not contain the same information and therefore it may compromise a comparison with other candidates being interviewed for the same role.

Having said this, it is always recommended to inform the organisation that you have completed assessments previously, there are test providers who will be informed if you have completed psychometric tests before, but mentioning what you may have completed could be helpful.

In addition, you may also be requested to complete a psychometric test that you have previously done if it is no longer valid. Psychometric tests have periods of validity, this means that the information that you provided remains valid for a specific period of time, and different tests have different validity periods. (see more in our article: How long are my psychometric results valid for?)

You are entitled to feedback for any psychometric assessment you have completed. You are welcome to contact us, or your assessment provider to schedule a time to receive your feedback. This feedback can assist you to identify your strengths and weaknesses, as well as areas for improvement and gain a deeper understanding of yourself. If you haven't received feedback and would like to, contact us so we can offer some advice. If you'd like to read more regarding feedback, see our article on psychometric feedback.

An assessment's validity may decrease over time due to changes in a person's circumstances or experiences. For example, a personality test taken by a person at age 20 may not be as valid when the same person takes it again at age 40, as their personality and life experiences may have changed over time.

It's worth noting, however, that not all assessments have a validity period. Some assessments, have been shown to have strong validity across the lifespan, meaning that their results remain stable and predictive over time. Most assessments however, have a certain period they are valid for. Below is a general list of psychometric tests and how long they may be valid for:

• Assessment Centres: 3-6 months (because skill is involved)
• Ability: 12 months
• Personality: 18 - 24 months
• Simulations: 18 months
• Integrity: 12 - 24 months

In considering the ethical requirements involved in the assessment of individuals it is important to ensure that decisions or recommendations that are based on test results are valid and not outdated for the purpose which they are intended. Candidates should be given the best opportunity to perform well at assessments (in the case of skills and ability tests) and be able to provide an accurate representation of themselves (in the case of behavioral measures). Despite these time frames, the purpose for which the assessments were originally conducted needs to be taken into account as well (e.g. using test results for development purposes in a selection process). In addition, it is useful to also consider other personal aspects of the candidate, such as their career or life phase.

There are many different types of psychometric occupational assessments, each designed to measure different aspects of a person's abilities, skills, personality, and aptitudes in the workplace. Some of the most common types of occupational assessments include:

• Cognitive Ability Tests: These tests measure a person's general mental ability, including verbal, numerical, and spatial reasoning.
• Personality Tests: These tests measure personality traits that may impact job performance, such as conscientiousness, agreeableness, and emotional stability.
• Situational Judgment Tests: These tests measure a person's ability to make decisions in simulated workplace scenarios.
• Skills Tests: These tests measure a person's abilities in specific job-related skills, such as typing, coding, or accounting.
• Interest Inventories: These assessments measure a person's interests and preferences related to various occupations and career paths.
• Work Sample Tests: These tests measure a person's ability to perform specific job tasks or duties in a simulated or real-world setting.
• Integrity Tests: These tests measure a person's honesty, ethics, and integrity, and are often used in industries that require high levels of trustworthiness, such as finance or law enforcement.
• Emotional Intelligence Tests: These tests measure a person's ability to recognize, understand, and manage their own emotions, as well as their ability to understand and respond to the emotions of others in the workplace.

Overall, occupational assessments can be useful tools for employers and job seekers alike, providing valuable insights into a person's strengths, weaknesses, and potential fit within a particular job or industry.

The main difference between assessments that measure personality traits and personality types is the approach they take to understanding and describing personality. When measuring personality, organisations can use one of two kinds of personality measures.  These measures differ in that they describe personality very differently.  Typically, an organisation will have to choose whether they measure personality using a trait-based questionnaire or a type-based questionnaire.

Trait-based personality questions focus on identifying specific dimensions or characteristics that are thought to be relatively stable over time and across different situations and can be measured on a continuum.

Assessments that measure personality using types, focus on categorising individuals into distinct personality types based on their preferences for certain ways of thinking and behaving, examples may be the DISC and MBTI.

While both approaches can be useful in understanding personality, using trait theory in selection tends to be more widely accepted among researchers due to its empirical support and ability to provide more nuanced information about personality traits. Typically, in the South African context, it is frowned upon to use type-based personality questionnaires as part of a selection process, as the use of broad categorical data makes it very difficult to distinguish between candidates as well as to relate behaviour back to specific job requirements. However, type-based personality questionnaires are useful for individuals in helping them understand themselves and others better and can be used successfully in teams to aid with establishing rapport and ways of working (e.g. team building exercises).

In South Africa, Section 8 of the Employment Equity Act 55 of 1998 sets out the requirements for psychological testing, which includes psychometric tests. Section 8 states that: “Psychological testing and other similar assessments of an employee are prohibited unless the test or assessment being used

1. has been scientifically shown to be valid and reliable;
2. can be applied fairly to all employees;
3. is not biased against any employee or group; and
4. has been certified by the Health Professions Council of South Africa established by section 2 of the Health Professions Act, 1974 (Act 56 of 1974), or any other body which may be authorised by law to certify those tests or assessments.”

If you have any further questions, please contact us.