INTRODUCTION: Psychometrics is the field of study concerned with the theory and technique of psychological measurement, which includes

the measurement of knowledge, abilities, attitudes, personality traits, and measurement. The field is primarily concerned with the construction and validation of measurement instruments such as questionnaires, tests, and personality assessments. It involves two major research tasks, namely: (i) the construction of instruments and procedures for measurement; and (ii) the development and refinement of theoretical approaches to measurement. Psychological testing has come from two streams of thought: one, from Darwin, Galton, and Cattell on the measurement of individual differences, and the second, from Herbart, Weber, Fechner, and Wundt and their psychophysical measurements of a similar construct. The second set of individuals and their research is what has led to the development of experimental psychology, and standardized testing. INSTRUEMENTS & PROCEDURES: The first psychometric instruments were designed to measure the concept of intelligence. The best known historical approach involved the Stanford-Binet IQ test, developed originally by the French psychologist Alfred Binet. Intelligence tests are useful tools for various purposes. An alternative conception of intelligence is that cognitive capacities within individuals are a manifestation of a general component, or general intelligence factor, as well as cognitive capacity specific to a given domain. Another major focus in psychometrics has been on personality testing. There have been a range of theoretical approaches to conceptualizing and measuring personality. Some of the better known instruments include the Minnesota Multiphasic Personality Inventory, the Five-Factor Model (or "Big 5") and tools such as Personality and Preference Inventory and the Myers-Briggs Type Indicator. Attitudes have also been studied extensively using psychometric approaches. A common method in the measurement of attitudes is the use of the Likert scale. An alternative method involves the application of unfolding measurement models, the most general being the Hyperbolic Cosine Model (Andrich & Luo, 1993). KEY CONCEPT: Key concepts in classical test theory are reliability and validity. A reliable measure is one that measures a construct consistently across time, individuals, and situations. A valid measure is one that measures what it is intended to measure. Reliability is necessary, but not sufficient, for validity. TYPES OF PSYCHOMETRIC TEST TYPES: There are a wide variety of psychometric tests. Some focus on measuring a specific skill or aptitude, while others look to create a profile on a subjects particular traits. Here is an overview of some of the most widely-used psychometric tests: 1) General Test Types 2) Specific Test Types

GENERAL TEST TYPES:

These are the general types of psychometric tests offered to employees, candidates, students, and individuals:

Aptitude Test: These tests can be used to measure a persons ability or knowledge level in a
certain field, but are most commonly used to get a feel for a candidates general level of intelligence and ability. Depending on what type of aptitude test is being administered the format may vary.

Verbal Reasoning/Verbal Comprehension: Measures the subjects ability to comprehend verbal

description or arguments in order to understand their meaning and draw conclusions. The format of a verbal reasoning tests involve reading a passage, and then answering a series of questions with True, False, or Cannot Say. A verbal comprehension test focuses more on spelling, grammar, and syntax.

Numerical Reasoning: Measures the subjects ability to analyze and comprehend numerical
data and perform calculations where appropriate. Topics covered include ratios, percentages, trends, and currency conversions. The test format is multiple-choice.

Inductive/Abstract Reasoning: Measures the subjects ability to comprehend and work with
unfamiliar information to find solutions to problems, with the aim of discovering how well the subject can think analytically and conceptually. The test format involves looking at a sequence of symbols, and determining how to complete the sequence.

Personality Questionnaire: A questionnaire designed to understand how the subject prefers to work, and how well they will fit within a particular work environment or team. The test format includes a series of statements that asks the subject to agree or disagree, as well as to choose which statements most and least describe the subject. Motivation Questionnaire: A questionnaire designed to understand what motivates a subject, in order to improve working conditions and increase employee satisfaction and retention. The test format includes a series of statements and asks the subject to rate whether each situation would increase or decrease motivation. Accuracy Test: Measures the subjects ability to find errors within a group of informat ion, quickly and accurately. The test format may include a series of numbers where the subject has to quickly ascertain whether they are the same or different. This test has a strict time limit, the goal being for the subject to answer as many questions correctly before time runs out. Knowledge Tests: Measures the subjects proficiency in a certain field or area. These tests are specifically designed for a particular field, such as engineering or information technology. Normally multiple choice, the test format may vary depending on the field being tested and may include logical reasoning, numerical reasoning, or other types of questions. The format is often multiple choices.

SPECIFIC TEST TYPES:

Psychometric tests can be designed to measure a single factor i.e. aptitude or a variety of factors i.e. skill level, motivation, etc. These are some of the most common psychometric tests that are administered: IQ Test / Stanford-Binet 5: A test to measure a subjects intelligence and aptitude, which may be used to predict potential educational or ascertain the need for additional education assistance. The IQ contains questions pertaining to logic and verbal ability in order to ascertain the subjects mental age. The average IQ score is 100.

Big Five Profile: Measure a subjects core five personality traits, as based on the Big Five personality model. The test consists of a series of statements, to which the subject answers how much they agree or disagree with each (from 1-4). The test is designed to measure the following traits: Openness, Conscientiousness, Extroversion, Agreeableness, and Neuroticism. Occupational Interest Inventory: Assesses the subjects motivations and aptitudes. This test is commonly used by career centers, human resources professionals, and educational institutions to ensure employees / students are match well to their chosen field. Management Style Inventory: Used to determine a persons management style, strengths, and areas where improvement could be gained. The test is aimed at placing the subject into one of seven management categories (manager, entrepreneur, motivator, strategist, chief executive, expert, project manager) and consists of a series of questions with two possible choices for answers in order to classify the response. CTPI-100: The Central Test Personality Inventory for Professionals is a commonly-used RASCHbased personality questionnaire for managerial and executive-level candidates. The purpose of the test is to ascertain the subjects work-related personality traits and behavior competencies, by categorizing the subjects responses in four primary groups: people management, self-management, task management, change management. The questionnaire format contains a series of statements, the subject then chooses how much they agree with each statement, or how often a particular behavior / situation occurs (frequently, sometimes, rarely, never). Sales Profile: Helps to determine whether a candidate is naturally suited for a sales-orientated job, and ascertains whether the candidate would be better at one aspect of sales over others (B2B Sales, Telemarketing, Technical Sales, etc.). The subject chooses one of two responses for a series of statements which helps to determine their sales personality. Myers-Briggs Personality Indicator / Jung Typology Test: One of the first accurate and reliable personality questionnaires, this test is commonly used to get a broad overview of a persons personality traits based on four dichotomies: Extraversion/I ntroversion, Sensing/Intuition, Thinking/Feeling, and Judging/Perceiving. The test format includes a series of statements where the subject chooses to agree or disagree. Reasoning Test: A measure of specific skills, rather than a measure of general IQ. These tests include a variety of multiple-choice questions that measure logical ability, numerical ability, and verbal ability. Emotional Intelligence Test: Similar to an IQ Test, but this type of test measures a persons ability to understand emotions (their own and others) as well as their ability to establish and maintain healthy relationships. The test looks for strengths and weaknesses in areas such as intrapersonal intelligence, flexibility, relationship management, and self-assertion. Language Test: Designed to ascertain a persons knowledge of a particular language, or a subset of that language. For example, if a job required fluent French-speaking skills then a French language test may be administered; however, in an English-speaking business environment a business English test may be required. The test helps to ascertain the subjects

abilities in relation to reading comprehension, vocabulary, grammar, and spelling. The format is multiple-choice. 16-PF (16 Personality Factor Model): A multiple-choice format test that is used to ascertain a subjects dominant personality traits. The test is based on 16 dominant personality factors: warmth, reasoning, emotional stability, dominance, liveliness, rule-consciousness, social boldness, sensitivity, vigilance, abstractedness, privateness, apprehensiveness, openness to change, self-reliance, perfectionism, and tension. The test, updated in 1993, consists of a total of 185 statements with true / false (agree / disagree) answers. There is also a condensed 16PF test format with fewer statements that include a rating system for each response (i.e. strongly agree, agree, disagree, strongly disagree). ABLE Series: A set of ten ability tests that are used to provide an in-depth view of a subjects capabilities. Adaptable for many job types, the test series is an accurate way of assessing a candidates abilities and potential to learn. Formats vary, most are multiple choice. Situational Judgment Test (SJT): A test used to assess a candidates approach to solving work related problems. The test format consists of a series of situations and the subject is instructed to select the most effect and lease effective options. The aim of the test is to ascertain the subjects ability to solve problems, make decisions, and whether their personal working style is appropriate for the position they are being considered for.

MAJOR TEST DEVELOPERS:

A variety of companies exist in the UK and abroad who are professional psychometric testers and who offer assessment and development for individuals, groups, and organizations. Cubiks: This international development centre has main branches in Europe, Malaysia, and Dubai, as well as a broad network of partners in 50 countries worldwide. Besides their physical locations, Cubiks also offers a range of online tests, and also has an assessor training program. Hogan Assessments: Offering a variety of assessment and development services, Hogan Assessments has experts with experience to help employers with consulting, research, technology development, and coaching. Meanwhile, individuals can benefit from their training programs to enhance their coaching, HR, and organizational development skills. Hogrefe: This European-based assessment company offers a range of psychometric tools for employers and test-takers. Employers and employees alike can also benefit from their broad range of workshops and seminars. Kenexa: An assessment and recruitment company that has been actively participating in employee recruitment, assessment, and employment branding for over 25 years. From assessing new candidates to on boarding, career development, and leadership development, Kenexa provides a full development package, as well as the benefit of instant online results. Kenexa offers behavioral and ability tests to suit many employment situations.

OPP: A specialist in the application of psychometrics to improve workplace performance, recruitment, and personal development, OPP offers a wide range of tests, including the famous Myers-Briggs Type Indicator personality tool. Previsor: Recently merged with SHL, Previsor offers pre-employment screening and employee assessment services. With a huge database of tests, from broad aptitude and psychological profiles to industry-specific skills tests, previsor is a good resource for employers looking for assistance with hiring practices and employee reviews. Saville Consulting: Saville Consulting have developed a wide range of services in the psychometric and behavioral assessment market. SHL: One of the most widely recognized psychometric testing firms; SHL has been in business for over 30 years. SHL offers assessment testing for employees looking to appraise their candidates for selection and development purposes. Tests and questionnaires offered include Verbal Reasoning, Verbal Comprehension, Numerical Reasoning, Inductive Reasoning, Personality, Motivation, Situational Judgment, Accuracy, Mechanical Comprehension, and General Cognitive Ability. Team Focus: As well as a range of psychometric tests and questionnaires, Team Focus offers services in candidate assessment and team development. Thomas International: Specializing in talent management, Thomas International is a Canadianbased firm with a range of online tools for employers looking to screen talent, handle performance management, and develop their employees and teams. They also offer DISC certification training and courses for those looking for a more in-depth understanding of psychometric testing.