There are a plethora of psychometric tests. Among the most popular are the Disc and the Hogan. There are untold additional, including the colour test, forget the name. I find that most psychometric tests reflect the author's perception of the right behaviours for work. Since each organization defines the desired behaviours in their unique way except for confirmation bias, how can these tests be accurate for selection? Further, there is a long list of researchers who question even using Disc since the creation of DiSC was not intended for selection purposes, plus it is dated.
What peer review research validating of any of the psychometric tests, being used, not sponsored by the publisher is available? What are the legal issues in the US, Canada and other countries, regarding using psychometric testing for selection, in particular for shortlisting (meaning having people take the test when they apply, before meeting the person)?
Thank you for your time and response.
Life is good
David
if i were one who decides the whom to interview, i wouldnt use any of psychometric tests "only for pre-elimination" since the validity of the test could be affected by many non trait based factors such as "feelings" , "affect", "interest" etc... You may lose a good opportunity before you find it. However i would use it and the interview simultaneously to form an evaluation of the applicant. That would be more accurate.
I cannot give you a specific reference at this point but I can give you my view about psychometric tests. "A test is valid when it is able to measure what it purports to measure". This is an old (traditional) definition though. The problem with this definition is that it is anchored on the author's own definition of the construct. The construct of the test is supposed to correspond with 'reality'. However, there is actually no direct correspondence between language and reality. What's in a name? what's in the construct? Psycho-metrics assess the content validity and reliability of the tests using statistics--primarily through the consistency of the indicators/items that embody the construct and their correlations with other related constructs.
You can therefore design your own measures for the interview that are closest to the skills and traits that you are looking for from applicants. I suggest that you do not rely on a single measure since none of these psychometric measures are fully reliable and valid.
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