Frequently Asked Questions

• How much are tests used by employers?
• Where can I find out more about particular tests?
• What’s the difference between tests used for selection and tests used for development?
• What are the benefits of Level B Full?
• Who can I complain to about a training course provider?

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.

Back to FAQ's

Where can I find out more about particular tests?

The Society publishes independent reviews of tests used in the UK. The Society Test Reviews provide detailed descriptions of each test and an evaluation of its key technical properties: reliability, validity, and information relating to interpretation. The Society reviews are directed towards practitioner test users and require a certain amount of knowledge about testing and the technical language used about the content of the tests. Other, more academic reviews are also available. For examples, the Buros Institute in the USA publishes a series of test reviews in the Mental Measurements Yearbook. For further information please visit the Test Registration and Test Reviews tab on our home page

Back to FAQ's

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.

Back to FAQ's

What are the benefits of Level B Full (occupational)?

Level B Full is designed to both broaden and deepen your understanding of the field of personality testing in the occupational area. It builds upon the general personality foundation units and your experience in your two measures at Level B Intermediate plus. You will examine the many other questionnaires on the market to get a richer picture of their use within personality assessment. This will further your level of knowledge so that you can recognise the added value of using different instruments than those you currently use, together with assessing the limitations of any test.

The Level B Full qualification is not just another course, but additionally is a completion of a case study and project work in a practical setting. On completion you will be recognised as having the highest occupational testing qualification awarded by the BPS, which denotes your expertise at this level. We would encourage people who are serious about psychometric testing to pursue the certificate, as it is gives a holistic and integrative understanding to your professional practice. Certificate holders state a number of benefits ranging from CPD in "now knowing what I did not know!" to "I actually won a project because of my qualification". Specific details and further benefits can be obtained direct from the providers of Level B Full training programmes.

Back to FAQ's

Who can I complain to about a training course provider?
Training courses are offered independently. Queries should be raised directly with the course director in the first instance. Training courses leading to eligibility for the British Psychological Society’s Certificates of Competence are offered by Chartered Psychologists who have undergone a process of verification. The aim of the verification process is to ensure that quality standards are maintained in the assessment of candidates. Verifiers do not address the candidate’s training. Instead they focus on the quality of assessment methods used to ensure that the end result is comparable from one Verified Assessor to another, irrespective of the training route the candidate has taken.

View the List of Assessors or contact the Psychological Testing Centre to find out whether or not the Assessor is Verified. Chartered Psychologists have to abide by the Society’s Code of Ethics and Conduct. If you wish to make a complaint on the grounds of professional misconduct the Society’s complaints procedure can be used.

Back to FAQ's