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    Different Forms of Psychometric Tests Describe the different forms of Psychometric tests commonly used by employers to assist in employee selection and comment on the advantages and disadvantages of their use. Since the beginning of civilization, employers have testing prospective workers in order to select suitable candidates. Original tests would have been a rigidly controlled standardized system of examinations. However in 1883 Galton produced the first psychometric tests to measure

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    Disadvantages of Psychometric Testing The following are significant dangers associated with psychometric testing * Dispite what has been said in previous sections, there are numerous tests and questionnaires on the market which purport to be 'psychometric instruments' but which are not. Unfortunately, it is very difficult for untrained people to distinguish these from good psychometric instruments. In many cases, these tests and questionnaires have been put together by people with no

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    Psychometric Studies: Spatial Ability

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    What is spatial ability? The definition of spatial ability is still a controversial issue in psychometric studies. The reason may stem from the fact that spatial ability is not a unitary construct but rather a set of several spatial ability factors (Hegarty & Waller, 2004, 2005; Lohman, 1996; Uttal et al., 2012). As cited in Hegarty & Waller (2005), McGee (1979) identified two spatial factors (spatial visualization and spatial orientation); Lohman (1988) named three spatial factors (spatial visualization

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    The Psychometric Test and the Employee Selection Process Most employers want the ‘perfect fit’ for any position vacant for recruitment. They always tend to want the best man suitable for the job, technically and interpersonally. The common ways of recruiting an employee is by application forms, curriculum vitae, and interviewing sessions. Most candidates are polite at interviews just to put across a good impression to the interviewer. Just interviewing someone is not enough to know if

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    The Reliability of Psychometric Tests and their Accuracy as an Employment Tool Psychometric Selection Tests can be defined as the process of measuring a candidate’s relevant strengths and weaknesses (Psych Press, 2014). These tests generally fall into two categories: Personality Tests and Aptitude/Ability tests. Companies pick and choose different topics to test potential candidates before the interview stage, this increases their efficiency as it aids them in reducing the time it takes to interview

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    Psychometric Property Evaluation There are two basic psychometric properties, validity and reliability that have been used to evaluate the quality of scale development. Psychometric testing used to evaluate the quality of instrument (Polit& Beck, 2010). 1. Validity Validity refers to ability of an instrument to measure the test scores appropriately, meaningfully, and usefully (Polit& Beck, 2010). The instrument has been developed to serve three major functions: (1) to represent a specific universe

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    Psychometric tests and my personal experience In today’s highly competitive job market it is extremely challenging and important for businesses to fill a vacancy with the right candidate (Cann, 2013). Due to high demand of potential candidates, developing a portfolio of employability skills which include psychometric testing is considered important in every workplace (Mills et al., 2011). Thus, I recently took three practice psychometric tests on verbal, numerical and inductive/logical reasoning

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    latent constructs are structured, and how they interact. Psychology research has seen many variations and alternate models presented and in order for theorist to accurately understand these constructs, researchers must provide empirical evidence. Psychometric assessment allows theorists and researchers in objectively identify and deconstruct latent constructs, therefor enabling better understanding of their structures and interactions As in all scientific research, it is important

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    Individual differences play an important role and research demonstrates that individuals have many different types of intelligence which cannot be captured by traditional psychometric tests. Other factors which can influence the measurement of intelligence is a person’s genes and their environment. Reference List Comer, R., Gould, E., & Furnham, A. (2013). Psychology. United States: John Wiley & Sons. Deary, I. J. (2001)

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    results. Therefore, the ... ... middle of paper ... ...nt scores is less reliable for individuals who are more advanced developmentally as their age-equivalent score is not equally matched to their individual’s chronological age. The second psychometric problem is that age-equivalent scores do not truly represent the population of specific ages of children. Instead, age-equivalent scores are computed or estimated in two ways. The first way age-equivalent scores are estimated is between a fixed

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