This document discusses psychometric tests, which are standardized tests used to measure traits like intelligence, memory, and personality. It outlines different types of psychometric tests including ability, aptitude, and personality tests. The document then describes the methods used in the project, including surveys of jobseekers, employees, and companies. It summarizes the results of these surveys, finding mixed usefulness of psychometric tests. While some employers found them useful, others and job holders viewed them more neutrally or critically. The document concludes that psychometric testing is a growing industry but not perfectly accurate, and more development is still needed.

1. By: Hannah Cha, Reza Fallah, Weng Shuan Yap
How Effective Are
Psychometric Tests?

2. 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

3. What are psychometric tests?
 Standardized psychological tests that measure:
Memory
Intelligence
Aptitude
Personality
Sensitivity etc.
Image source: http://www.sterling.co.nz/psychometric-testing.html

4. Measurements of
Psychometric Tests
 How people differ in different tasks:
 Motivation
 Values priorities
 Perspectives

5. Key Feature of Psychometric
Tests
 Standardization
Same test, same condition
Fair
Unbiased
Comparable

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

7. Different Types of
Psychometric Tests
 Aptitude tests
 How quickly candidates learn new skill
 Personality tests
 Candidate’s typical personality

8. Methods Used In The Project
 Surveys
Jobseekers
Job holders
 Interviews
 Academic research

9. 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?

10. 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?

11. Companies That Provide
Psychometric Tests
 SHL Talent Measurement (SHL)
 Oxford Psychologists Press (OPP)
 Cut-E

12. Criticisms Of These Tests
 Dishonesty
 Pre-practice
 Medical Issues
 Psychometric tests are invalid
 Myers-Briggs Personality Type Indicator (MBTI)

13. Results
Enterprises
 HSBC
 “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
Image source: http://www.keeptalkinggreece.com

14. Results
Postgraduates and jobholders
 Average score of usefulness: 3/5 (Neutral)
 “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”
Image source:
http://www.keeptalkinggreece.com

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

16. Thank You!