Dwight Golden

Psychometrics is the science of educational/psychological testing. It studies how tests are developed, delivered, and scored.

Psychometricians tackle fundamental questions around assessment, such as how to determine if a test is reliable or if a question is of good quality, as well as much more complex questions like those listed below. The goal of psychometrics is to make test scores fairer, more precise, and more valid – because scores are used to make decisions about people (pass a course, hire for a job…), and better tests mean better decisions. Why? The scientific evidence is overwhelming that tests provide better information for decision makers than many other types of information, such as interviews, resumes, or educational attainment.

What is psychometrics? Psychometrics is the study of assessment itself, regardless of what type of test is under consideration. In fact, many psychometricians don’t even work on a particular test, they just work on psychometrics itself, such as new methods of data analysis. Most psychometricians don’t care about what the test is measuring, and will often switch to new jobs at completely unrelated topics, such as moving from a K-12 testing company to psychological measurement to a Accountant certification exam.

Psychometrics is a branch of data science. In fact, it’s been around a long time before that term was even a buzzword. Don’t believe me? Check out this Coursera course on Data Science, and the first example they give as one of the foundational historical projects in data science is… psychometrics! (early research on factor analysis of intelligence)

Even though it is an essential aspect of assessment, to most people it remains a black box, and professionals are referred to as “psychomagicians” in jest. However, a basic understanding is important for anyone working in the testing industry, especially those developing or selling tests.

As of 2021, there were 7.2 million job openings in the US alone. In a month, there were over 6 million hires. This might seem like a huge number, but in reality, 72% of employers are having a hard time finding qualified candidates. 42% of managers are worried they won’t be able to find any talent. Today, hiring is challenging — thanks to niche job positions, each requiring the right set of skills, managers are having a tough time scouting possible recruits. It’s no longer affordable — with onboarding and specified training — to “try” an employee out. Switching a candidate that didn’t work is extremely frustrating, costly, and inefficient for companies. They need to be sure — or at the very least fairly sure — that they found, and invested, in the right hire. This is where assessment software comes in, it empowers companies with new tools which they can leverage in their talent search endeavors.

What is a pre-employment assessment software?

Pre-employment assessment solutions are used by companies to assess job applicants’ skills and knowledge. They are also used to differentiate candidates for a given job role. These solutions are typically web-based and can be delivered on desktop, mobile, or tablet. Some of the most common tests include IQ tests, personality assessments, aptitude tests, cognitive ability assessments, and more.

Today, they are all the rage. Employment assessment solutions are becoming increasingly popular in the workplace due to their many MANY benefits. They have become an essential part of the recruitment process because they help employers make a sound decision about who to hire — they also cut back on errors, reduce cost, and save HR departments a lot of time.

The most common pre-employment assessment is the psychometric test. These tests are designed to measure a person’s personality and intelligence. They also assess skills such as reading, writing, and math.

Pre-employment assessments are used by companies to determine if a candidate is a good fit for the role they are hiring for. Today, thanks to pre-employment assessment software departments can objectively evaluate a candidate and make informed hiring decisions. These types of solutions — if properly applied — can screen for personality quirks, emotional landmines, valuable aptitudes, skill sets, and other critical data points that are crucial when it comes to real-world office relationships and dynamics.