<![CDATA[Psychometrics Knowledge - Knowledgebase Articles]]> <![CDATA[A basic and simple assessment for bias in psychometric tests - the 4/5 rule]]> A basic and simple assessment for bias in psychometric tests: The 4/5 Rule

<![CDATA[Coefficient of Determination]]> This statistic is useful when we are trying to assess the amount of coverage (prediction) of job performance that is afforded by a test score or composite of scores.  Most trained]]> <![CDATA[Converting standardised scores to Percentiles]]> The following table shows corresponding percentile scores for a range of Z scores.

<![CDATA[Different categories of psychometric test]]> Occupational tests may be classified in numerous different ways.  The use of each term provides a language by which test administrators are able to understand what the test measur]]> <![CDATA[Disattenuation of correlation coefficients due to unreliability of measurement]]> Disattenuation of correlation coefficients due to unreliability of measurement

A common problem in psychometrics research is the fact that a corre]]> <![CDATA[Error when comparing psychometric test results]]> The first thing to remember is that if you are using a purely ipsative personality test then you should not be comparing test results between candidates]]> <![CDATA[Should I use an Ipsative test in Selection?]]>

Some test publishers do publish ipsative (forced choice) tests for us]]> <![CDATA[Standard Error of Difference]]> As noted in the Standard Error of Measurement knowledgebase article, a respon]]> <![CDATA[Standard Error of Measurement]]> No method of assessment is 100% reliable - this applies to psychometrics just as it applies to interviews or reference checks and so forth.  Psychometrics as a science is more lik]]> <![CDATA[Translating psychometric tests for use in different countries and cultures]]> Types of Bias in Psychometric Test Translation

Personality assessment can be divided into two categories, type and Firstly, ensure that you understand the theoretical rationale upon which the test was developed.  It should be based upon sound scientific theory!  Keep this in mind, in addition to your own rea]]> <![CDATA[What is a derived dimension?]]> A derived dimension is similar to a scale on a personality test. However, a scale is a direct measure of a particular construct, such as openness to experience or extraversion. In ]]> <![CDATA[What is a norm group?]]> A norm group is a reference group that is used to compare your respondent's scores on a test or scale against similar others.  This gives the score meaning.  For example]]> <![CDATA[What is a percentile score?]]> The percentile score is the value below which x% of values fall.  That is, if your respondent scores in the 60th percentile, the data is indicating that 60% of]]> <![CDATA[What is a psychometric test?]]> A psychometric test is a measure of a psychological construct (such as personality or aptitude) that has been constructed according to psychometric principles.  In addition, the ]]> <![CDATA[What is an acceptable level of reliability for a psychometric test?]]> Most psychological societies (e.g., British Psychological Society) and academics (e.g., Devellis, 1991) suggest that an acceptable level of reliability for psychometric tests is:

<![CDATA[What is an acceptable level of validity for a psychometric test?]]> There is not a figure for acceptable validity of a psychometric test.  When scrutinizing test manuals, the qualified user is recommended to assess whether or not validity studies ]]> <![CDATA[What is RELIABILITY when applied to psychometric testing?]]> Reliability refers to consistency of measurement.

If you measure the length of]]> <![CDATA[What is VALIDITY when applied to psychometric testing?]]> Validity means "Is the test fit for purpose?"

Some different types o]]> <![CDATA[Why are some psychometric assessments so long?]]> There have been a number of comments from clients and the general public regarding the length of psychometric assessments and queries about the reasons why psychometric assessment]]> <![CDATA[Why PsyAsia suggests clients choose Psychologists as their Psychometric Test Distributors]]> One of the first things clients will want to know when choosing who to work with when ordering psychometric tests is “why should I choose xyz company”?

Choosing the right psychometric test

Human resource professionals are unlikely to need ]]>