Top 5 Posts of 2016 – The Year in Review


As the year closes, we’d like to thank each and every one of you for reading our newsletter and our blog. We look forward to providing you with more valuable information and updates on psychometric testing and organizational psychology in 2017. Here’s a collection of Selection by Design’s top blog posts from 2016 in case you missed them when they were first released or would like to re-read any of the ones you liked.

Thanks for your support in 2016 and Happy New Year!

1. Positive Psychology – 5 Ways to Help Employees Thrive

Positive psychology is a relatively new field founded on the belief that people want to lead meaningful, fulfilling lives. It studies the strengths that allow individuals to thrive and focuses on building positive qualities. The underlying principles of positive psychology point to some of the ways it may be used to employees’ advantages, simultaneously benefiting employers who enhance individuals’ experiences of work.

2. Psychometric Testing Myths and Professional Responses

Psychometric testing is a proven best practice in recruitment and selection. But as psychometric testing consultants and trainers, we know first-hand–there are some odd perceptions out there about employment tests and their value.

Here are a few of the most common misconceptions and myths we encounter and how we respond to them.

3. Computerised Test Reports in the Selection Process? Proceed with Caution…

There are benefits to computerised test reports delivered online. Processed reports are easier to manage and more profitable for test publishers compared with bulk hard copies of test questionnaires and answer sheets.

But there are a few things to consider when you’re working with online test reports and some cautions that should be taken into account.

4. Sharing Psychometric Test Scores: A Guide to Feedback Success 

The central focus of psychometric testing is interpreting and sharing test results. Test feedback provides a chance to go beyond numbers and statistics to convey meaning for the test takers and client organisations.

Test scores may help a student make initial career choices, inform an organisation about where their candidates fall on abilities, or interpret a personality profile for leadership development. How can you ensure effective, meaningful communication during this process?

5. How to Choose a Psychometric Test

Whatever your purpose for testing, deciding which assessments to use should be an informed, objective process of evaluation. Here are a few essential considerations to help you choose the right test.


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