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Pros & Cons of Psychometric Testing

Psychometric testing has both advantages and disadvantages for assessing job candidates. The advantages are that it is relatively cheap and easy to administer, allows for more valid judgments than interviews alone, and provides a standardized framework for screening. However, there are also disadvantages, such as a lack of training could result in using invalid tests, candidates may not give truthful answers, and the tests only indicate potential rather than guarantee someone possesses certain skills.

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195 views2 pages

Pros & Cons of Psychometric Testing

Psychometric testing has both advantages and disadvantages for assessing job candidates. The advantages are that it is relatively cheap and easy to administer, allows for more valid judgments than interviews alone, and provides a standardized framework for screening. However, there are also disadvantages, such as a lack of training could result in using invalid tests, candidates may not give truthful answers, and the tests only indicate potential rather than guarantee someone possesses certain skills.

Uploaded by

Fizza Rauf
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd

Advantages & disadvantages of Psychometric testing

When we really analyze the concept of Psychometric testing , some criticize as it does not give
indications over the true personality profile of a person. Like most assessment tools,
Psychometric Tests also have both advantages and disadvantages while using. If we analyze the
statement,

The advantages are:

* Psychometric testing methods are relatively cheap & easy to administrate. This tool is cost-
benefit in the long term.

* The judgments make upon the test is to be more valid than the judgments made after 6 months
or 1 year after the probation period.

* This tool provides a good framework for conducting effective & efficient interview & selection
process. This will give the opportunity to understand and realize an employees skills &
personality skills before they join an organization.

*The questionnaire format is standardized & therefore everyone is treated equally and fairly

*Candidates who have good "interview skills" are not unduly advantaged

The disadvantages are:

* There are various tests & questionnaires on the market to be psychometric tests but which
are not. Unfortunately, it is very difficult for untrained people to differentiate from the proper
psychometric test papers.

* Lack of proper & correct training is also a significant danger in the use of psychometric testing.

* Some candidates will not give their true opinions. They will answer at their ease to get through
the paper. It will not support to conduct a successful test to identify their true & potential skills.

* Psychometric testing, the use of personality questionnaires try to assess a persons ability or
skill in a particular area. But this does not mean that he or she will actually possess a high level
of identified skills. (Ex. Leadership ) Rather it means that the person has the basic personality
characteristics that are commonly found amongst effective leaders . With adequate experience
and given the development of certain necessary skills, has the potential to become an effective
leader.

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