1. Psychometric Assessment
Psychometric assessment refers to the measurement of psychological characteristics. In particular, two types of characteristics are evaluated, namely cognitive (intellective processes, such as memory, thinking, judgement and reasoning) and affective (temperament, emotion, interests, attitudes and personality. Traditionally, psychometric assessment is done by means of paper-and-pencil multiple-choice questionnaires, but computer versions of these are becoming increasingly available. Psychometric instruments must be administered and scored by people registered with the SA Health Professions Council as either psychologists or psychometrists.
a. Cognitive Assessment
Intelligence
Intelligence is defined as the capacity to learn from experience, and is considered to involve the use of higher-level abstract thought processes. The most commonly used intelligence test in South Africa is the South African Wechsler Adult Intelligence Scale (SAWAIS), although the SA-normed WAIS III is also used. Critics have, however, argued that a person's intelligence is not a narrow concept that can be represented simply by an IQ score, but rather that intelligence is multi-faceted. The emergence of the concepts of Emotional and Spiritual Intelligence reflects this debate.
Ability
Ability consists of two components – aptitude and achievement. Aptitude tests (such as the Senior Aptitude Test and the High Level Battery) measure a person's capability for acquiring various skills. In other words, these tests measure how well a person will perform a specific task in the future, given adequate training. Achievement tests, on the other hand, measure an individual's current level of subject knowledge or competence in a specific task.
Potential
Assessment of potential is included here as a counterpoint to the testing of ability and intelligence, although some of these tools are not necessarily classified as psychometric, as they can be used by anyone who has attended the training provided by the developing organisation. The currently available potential assessments include:
- IRIS (Initial Recruitment Interview Schedule) and CPA (Career Path Appreciation), which measure decision-making capability.
- The APIL and TRAM batteries, which measure learning potential.
b. Affective Assessment
Personality
Personality has been defined as a unique combination of psychological qualities that cause an individual to behave in a fairly consistent manner in different situations and over time. Personality assessments are often utilised during recruitment and selection in order to maximise the fit between the individual and the work environment. The most commonly used personality inventories include the Sixteen Personality Factor Questionnaire (16PF) and the Myers-Briggs Type Indicator (MBTI).
Advantages and disadvantages of psychometric assessment
The following table outlines some of the issues related to psychometric assessment in general:
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Disadvantages
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| Use of a test battery can allow the measurement of a variety of abilities and personal characteristics. |
Candidates can attempt to provide desirable answers, rather than tell the truth (some tests include “lie detector” scales to overcome this). |
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Test results can be displayed in a numerical format, thereby allowing direct comparison of candidates on the same criteria.
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Some candidates may lack sufficient self-knowledge to provide accurate answers.
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Test data can be evaluated for their predictive validity, i.e. predicted performance can be compared to actual performance.
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Test performance can be affected by temporary factors such as illness, headaches or anxiety. This has a negative effect on the test's reliability.
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Tests are scored objectively and so results do not reflect the biases of subjective interpreters.
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Some tests do not measure what they claim to measure, i.e. are invalid. Test results may instead reflect specific learning experiences based on social class and cultural background.
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Tests measure the candidate's substance, not image.
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Tests may not measure characteristics of importance to particular organisations, e.g. honesty and punctuality.
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Many tests have undergone rigorous research, and have high reliability and validity.
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Tests require a minimum level of literacy.
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Tests can enhance understanding of behaviour through the provision of a conceptual language.
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Norm groups used for comparison of results may be outdated or not applicable to the population of interest.
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The Employment Equity Act (1998) has attempted to eliminate many of the disadvantages of psychometric assessment by stating that such assessment is prohibited unless the following conditions have been met:
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The test must be scientifically validated and results must indicate that the test is appropriate for its intended purpose.
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The test must be able to be applied fairly to all employees regardless of their race or culture.
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The test must not be biased against members of designated groups (Black people, women and people with disabilities).
2. Behavioural assessment
a. Assessment Centres
Assessment centres are primarily used for the selection and evaluation of managerial-level employees, although they are sometimes used for other jobs if necessary. In an assessment centre, a small group of individuals are required to perform a variety of tasks, sometimes over a period of a few days. The assessment techniques are primarily behavioural, although applicants can also be required to complete various psychometric instruments as part of the process. Behavioural exercises that are often utilised include role-plays, leaderless group discussions (candidates are assigned a problem or topic to discuss and are observed to see who initiates, maintains and directs the discussion), and the in-basket technique (each candidate is presented with a sample of items found in a typical job incumbent's in-basket and is required to indicate what action should be taken for each item).
Because candidates are being assessed mainly on their behaviour, assessment centres can be very accurate, and developmental needs can be identified. Doing tasks similar to what they would be faced with on the job also provides candidates with more insight into the job. However, the possibility arises that, since candidates are aware of being evaluated, they may act differently to how they would in a real-life situation. Assessment centres can also prove to be very expensive and time-consuming, and the exercises, although appearing simple, can be quite difficult to construct.
b. Performance Tests
In these tests, the candidate is required to manipulate various physical objects. Such tests are used primarily for manual work, and consist of tasks that replicate those that will be done on the job.