Selection by Design - Blog
How to Choose a Psychometric Test
- What abilities, traits or characteristics do you need to measure?
- For job selection, consider the kind of work the employee will need to do and be sure your test covers the skills, knowledge or qualities they need to succeed on the job. A job analysis, providing a systematic break-down of work components, is a good place to start.
- For personal coaching or professional development, you might take a broader approach in deciding which attributes to measure. Depending on the person’s stage of work-life, you might find it useful to include tests that explore career interests, preferences, motives or values. Personality assessment can also be very effective in revealing best-suited occupations.
- For professional, leadership or team development, more in-depth evaluation of strengths/weaknesses, emotional intelligence and interrelations among team members are good options. Examples include the 16pf®, Comprehensive Insights Report, Bar-On EQi Workplace Report, Dimension’s Team Profile Report, or Leadership Derailer Report.
- How will you administer the test?
- What's your budget?
- Is the test psychometrically sound?
- What kinds of feedback options are available?
- Ease of use?
- Are you qualified to access and work with the test?