The use of appropriate tests can help to increase both
the perceived and actual fairness of the selection process.
However, there are two issues to be considered in this area,
Firstly, the same tests should be used in testing for the same
position and secondly, consistent of treatment for all applicants.
Where tests are being used for selection purposes they must be
used to support other evidence and must not form the only basis
for decision making. In addition, only professionally developed
tests supported by research and kept up to date should be used.
Employment law means that organizations need to be confident that
there is no intended bias or discriminatory impact on the basis of
gender, race, religion, disabilities etc. For a company to legally
defend its test use, it must prove that it is measuring important
skills or aptitudes for effective performance in the job.
At the point of test delivery, or where test feedback is being
given the organization should ensure that the administrators are
suitably qualified and experienced.
In the UK this takes the form of ‘Level A’ and ‘Level B’
Occupational Test Users. Only personnel qualified to Level B can
provide feedback on personality questionnaires and even then they
need specific training to use each separate test.
Invitations to attend the test session should include a request
for candidates to say whether they have a disability that may
require any special arrangements or equipment. This is to ensure
that their needs can be catered for and that they will not be
disadvantaged. All candidates should be sent practice questions so
that they can familiarize themselves with the types of question
they will be expected to answer.
Before the test session candidates should be told why the company
are using the tests, how the scores will be used and who will have
access to their results.
All candidates should have an opportunity to receive feedback and
this should be conducted either face-to-face or over the telephone
and should (must in the UK) be provided by professionally trained
personnel.
All test results must be stored within a secure location and
should be retained for only 12 months, after which the test
results will be redundant. Confidentiality of test data must be
maintained at all stages of the process.
Test results are only to be used for the specific purpose that was
originally indicated and agreed with the test taker. For example,
an organization will need the candidates permission to use their
original test results if they apply for a subsequent job.
The HR department should continually monitor the tests being used
to ensure that they remain relevant and that updated versions and
norms are adopted as they become available.
Where does this leave You?
With over 2,500 personality tests available, most of which do more
or less the same thing in more or less the same way, there is
every incentive for the companies that sell them to make
exaggerated claims to try to differentiate their own product from
their competitors. These claims are usually promises to do more
with less. For example, to produce a more detailed reports from
fewer questions or to produce more accurate results from the same
number of questions.
Common sense dictates that there is a limit to how much
information can realistically be obtained from 20-30 minutes
answering simple multiple choice questions. The danger is that the
human resources personnel who buy these tests fail to apply the
necessary degree of skepticism and job candidates have their
futures decided, in part anyway, by a test which has little or no
validity or reliability.
Personality tests present a challenge to those employers who want
to use them fairly and well. Primarily, they need to have HR
personnel, preferably with detailed knowledge of personality
questionnaires, who can make realistic evaluations of the various
offerings from test suppliers and then administer the tests
properly and professionally.
Everything you need to pass
psychometric tests |
