Psychometric Assessment

What is a psychometric assessment?

Psychometric assessments are tests, exercises or questionnaires, designed by psychologists, which measure cognitive, behavioural and personality constructs of an individual. - Psychometric tests provide the assessor with information enabling or facilitating their decisions regarding selection, development or promotion of employees. - Constructs' means that an assessment is being made of someone's abilities, personality, values, motivations and their interests or preferences. - Psychometric assessments may entail the measurement of just one construct, for example the occupational personality of the individual. While this is so, in most instances a battery of tests are applied.
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- This means that there are a number of assessment tools measuring a number of constructs so that a more holistic framework or profile may be obtained about the person. - When a single assessment is applied, it is only likely to take between 20 and 60 minutes, depending on the assessment, whereas when a full battery is administered, these generally take between 3 and 8 hours.

How the test works?

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exploring the human mind and asking various questions of interest, the test is able to measure a person's personality and compatibility. The test is also capable of measuring general knowledge and a person's capacity to learn new skills.

Types of psychometric assessment

Aptitude Tests - Aptitude tests are also known as ability tests. These tests provide information about a person's ability to perform tasks and will also indicate the person's ability to learn and understand new tasks and information.
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- The most commonly used aptitude test is that of reasoning. Mental reasoning involves a number of facets and the assessment is likely to measure: *Numerical reasoning - which is the logical interpretation of numerical and statistical information *Verbal reasoning - which is a critical evaluation of written information, comprehension and grammar *Abstract or spatial reasoning skills - which determines the ability to recognize patters *Information checking skills - which measures attention to detail and ability to pick up errors *Intelligence Quotient (IQ) - which measures overall capability to learn and master new tasks

Personality Inventories - these assessments are concerned with how you typically behave, the way you relate to others or the way you approach and solve a problem. They generally explore personality characteristics which are relevant in the workplace. The format of the inventory is usually a series of questions where you need to select your preference from the statements presented. It may also be word selections, where the individual selects the word which most appeals to them. There are no right or wrong answers in personality inventories and they only provide an indication of the individual's preference.

- Personality inventories also typically entail measuring slightly broader work style matters such as your motivation, values, emotional intelligence (EQ), communication style, conflict management style etc.

Uses of Psychometric Assessment

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An ability and aptitude assessment can be used to evaluate a person's intelligence, abilities, and capabilities. Basically, this type of assessment measures the critical reasoning skills under certain conditions. It measures a person's strengths and weaknesses and should not be viewed as a pass/fail type of evaluation. The results are shown as a description of strengths and weaknesses. This type of assessment is useful for employers and job-seekers.

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personality assessment evaluates different aspects of a person's personality. It asks questions about interests and what best describes the person taking the test. There are no right or wrong answers. It is simply a personality measurement. The results will give an insight into the person's hidden psychology and give an idea about how the person behaves or will behave under certain conditions and in certain situations. The personality profile can also tell what types of people this particular person would be most compatible working with and what variety of jobs or projects the person would be most interested in.

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find that using psychometric testing as part of their interview process is very beneficial. Job seekers and those who are confused about their professional aspirations find that the results of psychometric testing can provide valuable guidance.

Why it is used in selection process?

personality assessments are perfect for determining who would be most compatible with others and with the desired position amongst all the applicants. } The results of the ability and aptitude assessment will show the employers which of the applicants is most able or has the greatest capacity to perform the particular task or job.
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Advantages for job seekers

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It measures their qualities and characteristics and reports their strengths and weaknesses. Thus, the applicant is better able to understand and defend themselves when the employer begins to ask about the weaknesses. It also helps those on the job hunt to narrow down the prospective professions, especially those that are unsure of where their career aspirations may take them. Many may find that a psychometric test can help them better understand where they should look in the job market and in what professional areas they are most likely to succeed in.

Nurses Role in Psychometric Assessment

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The Nurses' Observation Scale for Inpatient Evaluation (NOSIE) is a highly sensitive ward behaviour rating scale. The NOSIE, developed by G.Honifeld and CJ Klett, is a 30-item scale designed to assess the behaviour of patients on an inpatient unit. The scale was developed in 1965 and still used with a moderate degree of frequency. The advantage of the NOSIE is that it is quick, simple to administer, and may be used to assess patients that may be too ill to participate in more interactive rating scales including nonverbal individuals.

APPLICATION
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The scale is frequently utilized to assess change in behaviours from baseline. The rating is based on continuous observation. The scale is rated according to the frequency of occurrence of the 30 designated behaviours during the previous three days. Nurses play an important part both in pursuing the goals of treatment and in assessing the change in individual patients. The NOSIE was developed to involve nurse in the assessment of people with psychosis in hospital care. This recognized the crucial role played by nurses in the planning of health care. Since they spent all day with the people- in- care, they were in the best position to comment on the presence or absence of specific patterns of behaviour associated with mental disorder.

Nurses Observation Scale for Inpatient Evaluation (NOSIE=30)

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Name _____________________________ Age/Sex __________ Hosp. No:____ Date________ Time_____ AM/PM Current Medical illness: ______________Duration of illness: _____ No. of Hospitalization: _______________Date of Discharge: _____ Final Diagnosis: ____________________Occupation: ___________ Education (in years)________________ Family History: ________

Direction: Kindly rate the patients behaviour as you observe it during the last three days only. 0= Never 1= some times 2= often 3= usually 4=Always 1.Is sloppy. 0__ 1__ 2__ 3__ 4 2.Is impatient 0__ 1__ 2__ 3__ 4 3.Cries. 0__ 1__ 2__ 3__ 4 4.Shows curiosity and interest in activities around him/her. 0__ 1__ 2__ 3__ 4 5.Sits, unless directed into activity. 0__ 1__ 2__ 3__ 4 6.Gets angry or annoyed easily. 0__ 1__ 2__ 3__ 4 7.Hears things that are not there 0__ 1__ 2__ 3__ 4 8.Keeps his/her clothes neat. 0__ 1__ 2__ 3__ 4 9.Tries to be friendly with others 0__ 1__ 2__ 3__ 4 10.Becomes upset easily if something doesnt suit him/her. 0__ 1__ 2__ 3__ 4 11. Refuses to do the ordinary things expected of him/her. 0__ 1__ 2__ 3__ 4 12.Is irritable and grouchy. 0__ 1__ 2__ 3__ 4

13.Has trouble remembering.

14.Refuses to speak. 15.Laughs or smiles at funny comments or events. 16.Is messy in his/her eating habits. 17.Starts up a conversation with others 18.Says he/she feels blue or depressed 19.Talks about his/her interests.

0__ 1__ 2__ 3__ 4 0__ 1__ 2__ 3__ 4 0__ 1__ 2__ 3__ 4 0__ 1__ 2__ 3__ 4 0__ 1__ 2__ 3__ 4 0__ 1__ 2__ 3__ 4 0__ 1__ 2__ 3__ 4

20.Sees things that are not there. 0__ 1__ 2__ 3__ 4 21.Has to be reminded what to do. 0__ 1__ 2__ 3__ 4 22.Sleeps, unless directed into activity. 0__ 1__ 2__ 3__ 4 23.Says that he/she is no good. 0__ 1__ 2__ 3__ 4

24.Has to be told to follow hospital routine. 25.Has difficulty completing even simple tasks on his/her own 26.Talks, mutters, or mumbles to him/her. 27.Is slow moving or sluggish. 28.Giggles or smiles to him/herself for no apparent reason. 29. Is quick to fly off the handle. 30. Keeps him/herself clean.
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Raters Signature________________

References
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Honigfeld G, Gillis RD, Klett CJ. Nurses' observation scale for inpatient evaluation: a new scale for measuring improvement in chronic schizophrenia. J Clin Psychol.1965;21, 65-71. Honigfeld G, Gillis RD, Klett CJ. NOSIE-30: A treatment-sensitive ward behavior scale. Psychol Rep. 1966; 19, 180-182. Sajotovic M, Ramirez L. Rating scales in mental health. Lexi-Comp, Hudson, 2003.