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?

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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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 see the section on Tests and Test Reviews.

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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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