Frequently Asked Questions

• How much are tests used by employers?
• What’s the difference between tests used for selection and tests used for development?
• What is the Society’s position on the use of tests under the supervision of Chartered Psychologists?

How much are tests used by employers?

Most large organisation use tests of some description in both recruitment and development. Many will use tests at all levels of recruitment. In particular, if you are a graduate or manager applying for a job you can expect to undergo some form of psychometric assessment over the course of your career. Many smaller companies will use psychometric tests only for more senior appointments where making the wrong selection decision can have more significant consequences for the organisation.

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What’s the difference between tests used for selection and tests used for development?

Tests are used in a variety of contexts, the two most common being selection and development. In a selection context tests are used to help organisations choose between candidates. In a development context, tests are used to highlight candidates’ strengths and development areas. Maximum performance tests are more often used in a selection context, while typical performance tests tend to be used equally in selection and development.

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What is the Society’s position on the use of tests under the supervision of Chartered Psychologists?

Where a test is being used under supervision, it is the responsibility of the supervising chartered psychologist to ensure that good practice is followed and that the user has the competence necessary to use the instrument. Where restrictions or conditions are placed on the use of instruments by their publishers, it is the Chartered Psychologist's responsibility to inform him or herself of those restrictions or conditions and to inform the trainee. The Chartered Psychologist is responsible for ensuring that all those using the materials under his or her supervision abide by the restrictions and conditions."

Approved by the Professional Practice Board - 2007

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