Psychometric testing, finding what people can do

How do you shortlist from large numbers of applicants? Is there a reliable way to assess suitability that’s fast, scalable and objective? Making the wrong hiring decision is expensive and difficult to resolve, but putting all candidates through a rigorous interview process is neither practical nor cost effective.

inTRM Solutions provides a set of unique, online, work-focused psychometric assessments for screening and assessing large talent pools. They measure both personality and ability using the latest adaptive testing technology.

Since objectivity is key to using these assessments, a good psychometric test provides fair and accurate results each time it's given. To ensure this, the test must meet these three key criteria:

1. Standardization – The test must be based on results from a sample population that's truly representative of the people who'll be taking the test. You can't realistically test every working person in a country. But you can test a representative sample of that group and then apply the results to the specific people whom you test. Also, a standardized test is administered the same way every time to help reduce any test bias. By using a standardized test, you can compare the results with anyone whose characteristics are similar to those of the sample group.

2. Reliability – The test must produce consistent results, and not be significantly influenced by outside factors. For instance, if you're feeling stressed when you take the test, the test results shouldn't be overly different from times when you were excited or relaxed.

3. Validity – This is perhaps the most important quality of a test. A valid test has to measure what it's intended to measure. If a test is supposed to measure a person's interests, then it must clearly demonstrate that it does actually measure interests, and not something else that's just related to interests.