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"If used by the coach appropriately,
the feedback can help the client gain increased self-awareness and insight. This can be the catalyst that leads to self-development"

Professor Stephen Palmer

Background to Psychometrics

Psychometrics is the science of measuring behaviour and ability. A Psychometric tool is an instrument which seeks to make predictions about some aspect of the person completing it. The profile created, helps managers, coaches and advisors to make much better decisions about people -------- they are not infallible tools.

(All Psychometrics we use can be completed on-line)

Good Practice Guide

Good Practice Guide for using psychometrics

Ensure the psychometric fits the purpose for use
Explain the purpose of the assessment
Encourage honest responses
Ensure the ‘deliverer’ of the psychometric has a proper knowledge/qualification to deploy the tool
Emphasise benefits of assessment for candidate – inform how and when they will receive feedback
ALWAYS provide feedback

It is important to understand that tests

Are Statistical tools – with all the limitations this might bring
Maybe capable of interpretation – so output needs to be checked carefully
Are very dependent on good design

Personality tests measure habitual behaviour – how we tend to respond in situations. There are two distinct categories of tests:

Ipsative
- Measure the relative strength of different traits / characteristics within each person
- Can not be used to compare characteristics between different individuals
Normative
- Compare the results of an individual against that of a norm group
- Can therefore be used to compare individuals
- Norm group is created by administering test to a large representative sample of people suitable for comparison

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