How Effective Are

Psychometric Tests?
By: Group 5
Members: Hannah Cha, Reza Fallah, Weng Shuan
Yap

Agenda
Introduction to psychometric tests
The different types of psychometric tests
Methods used in our project
The companies that provide psychometric tests
Criticism regarding these tests
Results
Conclusion
Team work

What are psychometric

tests?
Standardized psychological tests that
measure:
Memory
Intelligence
Aptitude
Personality
Sensitivity etc.

Image source: http://www.sterling.co.nz/psychometrictesting.html

Measurements of
Psychometric Tests
How people differ in different tasks:
Motivation
Values priorities
Perspectives

Key Feature of
Psychometric Tests
Standardization
Same test, same condition
Fair
Unbiased
Comparable

Different Types of
Psychometric Tests
Ability test
Deal numerical data
Understand information
Problem solving
Logical reasoning

Different Types of
Psychometric Tests
Aptitude tests
How quickly candidates learn new skill

Personality tests
Candidates typical personality

Methods Used In The

Project
Surveys
Jobseekers
Job holders

Interviews
Academic research

Enterprises Survey
Questions Sample
Do you use psychometric tests? If yes, from
which company?

How useful do you find psychometric tests? from

scale 1 (unnecessary) to 5 (extremely useful)

What type(s) of psychometric tests are used?

In what ways do you find psychometric useful?

Postgraduates Survey
Questions Sample
Please state your department and university
How many times have you been given
psychometric test?

How useful do you think psychometric tests are?

From scale 1 (unnecessary) to 5 (crucial)

How was the test from your experience?

Companies That Provide

Psychometric Tests
SHL Talent Measurement (SHL)
Oxford Psychologists Press (OPP)
Cut-E

Criticisms Of These Tests

Dishonesty
Pre-practice
Medical Issues
Psychometric tests are invalid
Myers-Briggs Personality Type Indicator (MBTI)

Results
Enterprises

HSBC

Image source:
http://www.keeptalkinggreece.com

have the ability to determine the level of competency

and performance at the job or tasks given.

Starbucks
It has a good format and it is unbiased and fair for all
the candidates.

The University of Manchester

Ineffective in the recruitment process
Against the university policy

Results
Postgraduates and jobholders

Average score of usefulness: 3/5 (Neutral)

Image source:
http://www.keeptalkinggreece.
com

Industrial psychology is not appreciated as much as it

should be.

Reduce the amount of work for HR.

Just some easy and repetitive questions that reveal your
true personality trait if answering honestly.

Most of the candidates know the tricks or the way the tests
work

Boring

Conclusion
Growing Industry
New Methods
Personality tests can be faked
Not 100% accurate
Reliability is an important matter!
Needs more development

Thank You!