When choosing staff, you may wish to use psychological tests, also known as aptitude or psychometric tests, to check they are suitable for a job. These tests are used to measure ability, aptitude, vocational interest and personality.
They are done by trained professionals or registered psychologists and paid for by you.
They should only be used to test the applicant's ability to do the job based on the selection criteria. They are not to find out about a person's private life.
Psychologists develop and conduct the tests, analyse the responses and give you a report.
Questions should be carefully designed. It is important to:
- understand the relevance of the test to the job
- avoid testing for irrelevant psychological conditions
- ensure the person designing the test understands the job requirements
- accommodate applicants who may have a disability or a different cultural background
- answer applicants' questions about the testing process
- make sure test results are confidential
- consider the results along with interviews and referee checks before you make a final decision.
If the person conducting a psychological test discriminates unfairly, both you and they may be held responsible.
Last updated on 3 February, 2012 - 12:54.
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