“A man is but the product of his thoughts what he think, he becomes.” Mahatama Gandhi
With the introduction of psychometrics into the recruitment and evaluation process, users of this instrument have to be extremely vigilant about the tests they take or have done for their employees. There are a number of psychometric instruments in the market and on the web which do not meet or satisfy the five core fundamental characteristics of a psychometric test. The five principals are:
1. Standardized: The test needs to be administered and scored using standard procedures to avoid any biases in the test reports. The results need to be compared to a reliable norm group as well.
2. Reliable: The reliability of a test is based on the assessment and extent of the variation in test scores, due to differences between people on the trait(s) being measured. The test results need to be consistent across people, time & situations. So if a test says you have an extroverted personality type on your first attempt and on the next attempt says you have have an introverted personality type, the test is an unreliable indicator.
3. Validity: A test is said to be valid if it measures the characteristics, which it is claims to measure. A test used for job selection should predict job performance. A test of verbal ability should predict an applicant
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