Think HR Think CHRM
Wednesday - 16 Oct 2019 on LinkedIn
Username : Password: Forgot Password?
Psychometric Testing in Recruitment
Human Resources » Recruitment & Staffing

Chrm Message From: debbie74 Total Posts: 28 Join Date: 14/02/2007
Rank: Executive Post Date: 17/02/2007 04:32:55 Points: 140 Location: United States

What is the reliability of psychometric testing in the process of recruitment. How is it evaluated in the recruitment process ?



Chrm Message From: Danish Total Posts: 39 Join Date: 14/02/2007  
Rank: Executive Post Date: 18/02/2007 22:16:20 Points: 195 Location: United States

Question of reliabilty does not come at the time of recruitment. It is a step in test standardisation.

Test standardisation has following components:
1. Item specification/collection,
2. Mode of test administration,
3. Item analysis and item selection,
4. Reliabilty estimation,
5.Validity estimation and
6.Norm estimation.

These are technical information about any test which help a user to decide whether or not to use the test.



Chrm Message From: lieu Total Posts: 38 Join Date: 14/02/2007  
Rank: Executive Post Date: 18/02/2007 22:20:05 Points: 190 Location: United States

Hi debbie,

The following coefficients are from the publication "Testing and Assessment: an Employer's Guide to Good Practices", Employment and Training Administration, U.S. Department of Labor, 1999,

Reliability coefficients
0.90 and above, excellent
0.80 - 0.89 good
0.70 - 0.79 adequate
0.69 or less, may have limited applicability.

Validity coefficient value interpretation
0.35 and above, very beneficial
0.21 - 0.35 likely to be useful
0.11 - 0.20 depends on circumstances
0.10 or below, unlikely to be useful

Does this help?
Psychometric Tests are best used for development puropse. If you want to use them for recruitment then it is better to use the same in conjuction with interview or other data.
Regarding Psychometric Instruments...will try to answer your questions...

1) Can these tests be used for recruitment and selection purposes?

Well, According to me, Psychometrc Tests are best used for Development purpose, but if you want to use the same for Recruitment or selection then these instruments are best used as an additional tool to a battery of processes. Maybe, a support for the interview etc.

2) At what all levels ranging from technical executives and middle management to senior management ?

All levels but interpreted accordingly....for that level or future..


Chrm Message From: tesmian Total Posts: 63 Join Date: 14/02/2007  
Rank: Manager Post Date: 19/02/2007 09:06:47 Points: 315 Location: United States

Psychometric assessment provides employers with an objective and unbiased measure of all things that underlies an individuals performance and fit to a role and organizational culture that can not be assessed accurately by other means. If used in conjunction with traditional recruitment methods of assessment such as resume screening, interviews, skill testing and reference checking, psychometric assessment provides important information that can be particularly helpful in making right hiring decision.


Chrm Message From: vijayhrdm Total Posts: 6 Join Date: 14/02/2007  
Rank: Beginner Post Date: 27/01/2012 03:26:07 Points: 30 Location: United States

please visit for detailed information on different psychometric tests and subscribe for a FREE online psychometric test administration account (only for Companies, Institutes, Trainers and Consultants)

Related Discussion
Guide to Psychometric Tes
Need advice for project o
summer internship project
Help Needed on Recruitmen
"Purpose Driven Recruitme
Psychometric Tests
Situational Factors in Re
Does B-school Rank Influe
Training in Recruitment &
Related Articles
Psychometric Tests
E-Recruiting : The Changi
Campus Recruitment
Speedy Recruitment Throug
Tips on Effective Recruit
Recruitment and Staffing:
Recruitment Outsourcing s
Measuring Recruitment