Psychological Testing of Employees
What should be known
Do you use psychological tests?
The question is whether anything else is used and what is used accompanying the interview with candidates as an inevitable part of the selection process. Candidates may be asked to resolve a particular Case Study or to play certain role (Role Play) or simply to do a test. The research has shown that exactly the combination of different methods in compiling data is highly predictive in terms of the candidate's future performance.
Recruitment is not the only situation when tests may be used; they are used for the purpose of conducting employees’ careers and for the purpose of management tests (management audit tests), as well.
What tests to use?
High quality tests should be used and its quality is evaluated on the basis of their psychometric features. Firstly, they include: authenticity/validity i.e. capacity of prediction, reliability, susceptibility/discriminate capacity and objectivity. When we make inquiries about psychometric features of a test, we need to learn about the exact sample used for the test standardization. However, regardless of it, we should be aware that certain tests may be highly predictive for certain positions and particular types of organizations, whereas they are not applicable for other positions and organizations. Also, the tests to be used should be particularly designed for the work requirements, and not to originate from clinical psychology and reveal pathological aspects of a personality.
In most countries the application of such test is subject to penalty, because such behavior of employers represents an act of discrimination and unjustifiable interference in a candidate’s privacy.
When are psychological tests used?
Psychological tests are mostly used for key positions or when the number of applied candidates is quite big or when specific talents are sought among young candidates holding a university degree and not having previous work experience. In case when young talented people are recruited, who do not have previous work experience, the combination of methods including the application of tests will contribute to the credibility of recruitment and selection process and draw the candidates that are wanted.
When to avoid the tests?
If we cannot obtain the quality tests, it is better to avoid using them. Also, if we recruit the ones highly demanded in the labor market, we should be especially cautious in combining different methods, in order to avoid high complexity of the selection process to the extent that it rejects candidates who may consider the whole process highly offensive. It would result in decrease in already small number of those who have applied for the vacancy.
How do the tests help you?
Tests may save your time when you need to make a short list of a big number of applied candidates that will be invited to the interview. Test may provide further information that will enable you to make more quality decisions. Tests enable you to be more objective and to easily justify your decisions made in the selection process.