A very Good Morning to everyone…..
I am Monalisa
And now I will be explaining the nature of Psychometric Testing…
“ Psychometric Tests are scientific in nature… ”
It means they omit the influence of subjective bias present in other recruitment and
development methods.
▪ It is the science of assessing people’s cognitive capabilities and thought
processes through a systematic procedure. Psychometricians are the
scientists behind this intricate process.
▪ There is an increase in professionals relying on assessments in the educational and
occupational contexts. Since all assessments have the same properties – validity,
reliability, standardization, and objectivity i.e., the science behind maximizing the
quality of evaluations is psychometrics.
What Requirements Do All Psychometric Tests Have?
1. Objective :- The score must not be affected by the testers' beliefs or values
This means that they should be independent of subjective judgement of the administrator or
interpreter of the data.
• theoretically any one individual should obtain the identical score on a test, regardless of who
administers, marks, and interprets the results.
• As humans we all have biases, likes and dislikes, which can affect how objective we can be in
most situations.
• However, psychometric tests endeavour to reduce the subjectivity and bias, by adhering to
standard interpretations of scores which are objectively measured.
2. Standardized :- Must be administered under controlled conditions
❖ This means there is uniformity (or standardisation) of the testing procedure in its
administration, marking and interpretation. This ensures :
• Administration conditions are in the same conditions by trained administrators
• The tests is marked in a standardised way – each person is compared to the same scoring
key and marking guidelines
• The scores from two people are comparable as the testing conditions and test items are the
same for all those who take the test.
• The interpretation is standardised for the same scores on assessments
❖ The use of norms is another aspect of standardisation …
• The number correct on an ability test is meaningless unless we know how it compares to
others who take the test.
• We need to know what is “normal” or the average performance on the test, and this is
where norms come in.
• Comparing scores to norms allows us to standardise the interpretation to how a person’s
result compare to an appropriate norm group’s average.
3. Reliable :- Must minimize and quantify any intrinsic errors
Psychometric reliability is the extent to which test scores are accurate and without any
measurement error. Reliability is an essential component of a perfect psychological assessment test.
A test will not be considered reliable if it produces inconsistent and unreliable results every time.
The reliability of test scores depends on the extent to which scores are consistent across multiple
instances of testing, numerous test editions, or multiple raters grading the participant’s responses.
A test is reliable as long as it produces similar results over time, repeated administration, or similar
circumstances.
4. Predictive :- Must make an accurate prediction of performance
As an employer, their predictive qualities make psychometric tests very attractive.
5. Non – Discriminatory :- It Must not disadvantage any group on the basis of gender, culture,
ethnicity, etc.
Thank You Everyone
Our next speaker is Abanti Das….
She will be concluding the presentation….
Thank you so much….
