ADDITIONAL RESOURCES. Duration of resource: 22 Minutes. Year of Production: Stock code: VEA12034

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Bartholomew Hines
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This interview-led documentary style program explains what psychometric testing is and why it s used, the various types of psychometric tests candidates might encounter, how to prepare for tests, and

1 ADDITIONAL RESOURCES Psychometric testing is a key stage in the recruitment process for many employers. Understanding what s involved in the testing process can prove invaluable for employee candidates. This interview-led documentary style program explains what psychometric testing is and why it s used, the various types of psychometric tests candidates might encounter, how to prepare for tests, and the advantages and disadvantages of psychometric testing. Those interviewed for the program include Mandy Jones, careers consultant at Cardiff University, clinical psychologist Dr Simon Kensella, Melissa Martin, director of the Clarity Group, Becky Bevans, HR consultant for Pardos Bevans Consulting, and Prue Laurence, consulting psychologist and director of Psylutions. Suited to senior secondary and TAFE for those seeking employment or a change of career, it is also a great resource in the fields of psychology, business studies and career counseling. Duration of resource: 22 Minutes Year of Production: 2013 Stock code: VEA12034 Resource written by: Peter Krausz B.Ed; Grad Dip Career Ed.; Masters in Career Development

2 For Teachers Introduction When applying for jobs, a number of employers and organizations now utilize testing programs to assess the aptitudes, qualities and behavioral preferences of applicants for selection purposes. Psychometric testing, or the valid psychological approach to assessing aspects of individuals in this case for employment, is explored in detail in this program. The program presents various examples of the type of tests used by employers, and through interviews with psychologists and human resources managers, demonstrates the things job applicants should be aware of and the best way to approach these tests. There is also mention made of the strengths of this approach to employment selection and some of the drawbacks. Anyone applying for a job should watch this program to understand the role of testing in the recruitment process. Timeline 00:00:00 Introduction 00:03:21 Types of psychometric tests 00:08:54 Preparation for psychometric tests 00:15:34 Advantages and disadvantages of psychometric 00:21:00 Credits 00:21:56 End program Related Titles Learning Pathways to Careers The World of Work Job Interview Secrets Job Seeker Q & A: Planning Your Search Job Seeker Q & A: Getting Started Recommended Resources

3 Student Worksheet Initiate Prior Learning 1. If you have applied for a part-time or casual job, did you have to undergo any testing during the recruitment process? If so, what was tested and how did you go? 2. What type of employers do you think would want to have some sort of testing before accepting an employee? Discuss. 3. Check out various employment websites and research which jobs require some sort of testing as part of the selection process. Do any trends emerge in terms of types of jobs? How does this research correspond with your responses to Question 2? 4. Invite a careers counselor to your class to discuss his/her perceptions of testing for various jobs. 5. Invite a local employer to the class to discuss the process they use to select employees. 3

4 Active Viewing Guide Introduction 1. Define psychometric testing. 2. What is the purpose of using psychometric testing for employment selection? Provide a few examples. 3. How did psychometric testing begin? How was it first used? Types of psychometric tests 4. List five of the types of psychometric testing that are used by employers. 5. For three of the types of psychometric tests identified in question 4, describe the types of items in each test, and how they would be used by various employers/jobs/industries. I. 4

5 II. III. Preparation for psychometric tests 6. What general advice is given about preparing for these tests? 7. a) How does the advice differ between the different types of tests that you may be given? b) What do you think is the most useful piece of advice to your situation? 5

6 Advantages and disadvantages of psychometric testing 8. What are the advantages of psychometric testing for: a) The applicant? b) The employer? 9. What are the disadvantages of psychometric testing for a) The applicant? b) The employer? 6

7 10. How can constructive feedback after a test assist an applicant? 11. In summary, what is the purpose of psychometric testing in the context of careers and employment? 12. What is your opinion of psychometric testing for employment purposes, now that you have seen this program? 7

8 Extension Activities 1. Discuss as a class the issues related to testing raised in the program. How useful do you think psychometric testing is for job selection? Debate the issue, looking at the pros and cons. 2. Put together a brochure for people of your own age, explaining psychometric testing to potential job applicants, and how best to prepare for the tests. 3. Make a short video, interviewing some people who have been through psychometric tests for employment purposes, discussing the value of this process. 4. Visit a few local industries/organizations and find out how they select employees. If they use psychometric testing investigate how they implement the tests and what they are looking for in potential applicants. 5. Using the internet, find some samples of psychometric tests used for employment. Try them out yourself and with the class. 6. Invite a psychologist, human resources person and an employer to the class to discuss how they use psychometric testing for employment purposes. 7. Make up your own job; how people apply for it, and the selection criteria to be used, including which psychometric tests you would use to assist the employment process. Explain why you have chosen this selection process and why it is applicable to the job. 8. Develop a poster that shows the steps you need to take to apply for any particular job, and how to prepare for possible psychometric tests. 8

9 Suggested Student Responses Active Viewing Guide Psychometric testing and employment 1. Define psychometric testing. Psychometric tests are psychologically validated tests which can be used to assess people for suitability for selection for employment. 2. What is the purpose of using psychometric testing for employment selection? Provide a few examples. Answers will vary but may include: to make sure they have the skills and capacity to do that job; to ensure they have the right interpersonal skills to work in certain job environments; to ensure they have logical thinking skills the job demands for example: mechanical reasoning skills for engineering jobs; personality strengths that relate to leadership for being a pilot; numerical skills to work in retail; verbal skills and problem solving skills in jobs like architect, lawyer, trades, etc. 3. How did psychometric testing begin? How was it first used? Psychometric tests were first used during World War 2 to select soldiers, and place them in appropriate combat roles and for possible promotion. Types of psychometric tests 4. List five of the types of psychometric testing that are used by employers. Answers will vary but should include five of the following: numerical tests; verbal tests; logic or reasoning tests; abstract or diagrammatic reasoning; spatial test; mechanical tests; personality questionnaire. 5. For three of the types of psychometric tests identified in question 4, describe the types of items in each test, and how they would be used by various employers/jobs/industries. Answers will vary but may include (using numerical tests as an example): simple addition or subtraction, graphs and tables of data; these tests might be used to test numerical abilities relating to the role, e.g. for jobs involving mathematical skills such as engineering or physics, or jobs requiring applicants to handle money. Preparation for psychometric tests 6. What general advice is given about preparing for these tests? Answers will vary but may include: to do some practice tests, to be in the right frame of mind; be prepared; know the location of the test and don t be late; sleep well and watch nutrition and hydration; stay calm. 7. a) How does the advice differ between the different types of tests that you may be given? Answers will vary but should mention at least two pieces of advice, for example: some tests you can prepare for, such as numerical and verbal tests as well as mechanical tests etc, by doing some practice examples to help to focus your thinking. You should always ask if there s something you re unsure about when completing the test. Personality tests cannot really be studied as you need to be yourself. b) What do you think is the most useful piece of advice to your situation? Answers will vary. 9

10 Advantages and disadvantages of psychometric testing 8. What are the advantages of psychometric testing for: a) The applicant? Offers the opportunity to demonstrate skills and abilities not shown in a cover letter, resume or face-to-face interview, may offer constructive feedback by the employer. b) The employer? A potentially quick and easy method of differentiating job applicants and then selecting them. It provides a further opportunity to see if the applicant will fit with the role and organization. 9. What are the disadvantages of psychometric testing for : a) The applicant? May be stressed, not respond well under test conditions, distractions if others around you, not an accurate representation of who you are, limited response options, may not receive feedback. b) The employer? May not indicate an accurate assessment of the applicant, as most tests are time limited which can create stressful conditions for some people and thus not an accurate picture of them; may not fully test what you are looking for, need accurate interpretation by skilled people; a face-toface interview is still needed for a complete picture. 10. How can constructive feedback after a test assist an applicant? By offering ways of improving your performance under test conditions; by helping the applicant to understand more about themselves and their skills, ability and personality profile; to understand more about the employment selection process in some industries and jobs. 11. In summary, what is the purpose of psychometric testing in the context of careers and employment? To provide an opportunity to demonstrate your skills, abilities and aptitudes, plus personality, to an employer, in addition to your resume, cover letter and face-to-face interview. To ensure that you are selected appropriately for jobs that requires particular skills, abilities and personalities to function in them well. For employers to have the ability to select candidates that best fit the job, especially if there are many applicants. 12. What is your opinion of psychometric testing for employment purposes, now that you have seen this program? Answers will vary. 10

What Will I Say at the Interview?

VEA Bringing Learning to Life Program Support Notes What Will I Say at the Interview? Senior Secondary 30mins Program Support Notes by Peter Krausz, B.Ed, Grad. Dip. Career Education, Grad. Dip. Applied