As a psychometrist or assessment professional we realise that you are often under pressure, having to meet tight deadlines and often need to search for information from various sources. This page brings all the information you need together in one handy space. Think of it as your personal “How to guide”.
Prior to conducting an assessment you need to ensure that you have selected the appropriate battery, are familiar with each of the individual tests and that your venue is set up correctly. If you are doing assessments for an organisation and going to their site, it would be helpful to send them a short document with your test venue requirements. It is also a good idea to check out the venue prior to the assessment taking place. Because clients are not trained and do not now what good testing conditions are, you have to educate them in this process. You might want to specify that the venue requires ample lighting, tables, chairs, should be free of noise, etc. Although these requirements may seem obvious to you as the psychometrist, it is not always that obvious to the client.
On the assessment day, you need to ensure that you are well prepared and have all your tools with you. This would include test booklets, answer sheets, login details ( if online on computer based), consent forms, pencils, erasers, stopwatch, bottle of water. Make sure that you have access to the assessment venue. Once you have completed the assessment, take in all assessment materials and check that each answer sheet is completed in full, before the candidate leaves the venue.
Once the assessment is complete, make sure that you have gathered all the test materials and have safely secured them for the next time you might need them. You might want to make a note of the testing conditions and any challenges you might have faced on the day. Did anything happen that could affect the test results. What were the test conditions like. Was there a lot of noise that you could not control, was the venue changed at last minute and not suitable? After conducting the assessment, you can then start scoring the tests.
- When writing your report, there are a couple of things to keep in mind. Who is the reader of your report? Is it a line manager, HR manager, Training manager, another professional, the candidate. You might have to tailor your report to meet the various needs of your readers. In most cases you would have a separate report for the candidate and a separate report for the line manager (or other managers). Psychometric reports are confidential and you need to consider what steps you will take to ensure that you maintain confidentiality in your assessment process. Make sure you know who the reports need to go to within the organisation and that only they can access the report.
- Are you clear on exactly what is being measured and what you need to report on? State factual information and evidence based observations. Be careful not to state your personal opinion – you are giving a professional opinion, based on facts, data and evidence. It is a good idea to have another professional proof read your report. You want to make sure all biographical information is correct, especially gender ( he/she).
- Look for any data that appears contradictory – are you able to explain why that may be the case, or are you able to indicate that the candidates’ responses/behaviour may be inconsistent.
- Refrain from using generic words such as good, better or most people. Give a specific description of the candidates’ result and what it means in the specific context being assessed.
When giving feedback, know who will be attending the feedback session and prepare accordingly. Remember that one needs to be sensitive to the candidate when giving feedback, especially if it is “bad news” feedback. One might start with a general debriefing of the assessment day: “How did you experience the assessment?” This could be followed by a short overview of how you are going to give the feedback: general overview, followed by discussing strengths and development areas.