Psychometric assessment tools, as a concept, are well named because ‘tools’ are often associated with the ‘hands’ of craftsmen, or women, hence, people who have innate talents, so make the tools create wondrously beautiful objects. Other people have used psychometric assessment tools to help gauge just how well they have developed their abilities. Here, again, the word ‘ability’ is apt because it comes from the word ‘habilis’, which means ‘handy’.
Companies offer many assessment tools, with psychometric assessment tools being part of the battery of information-gaining instruments that mark the development of recruitment, job assignment and retention in the business world. Psychometric assessment tools can, therefore, feature in the long-term career planning of employees, giving more of a sense of stability in the vastly changing world of work. Psychometric assessment tools give data from which useful information can be extracted, and career paths can be mapped more credibly, where adjustments and the justification of new career pathways, that is, revised plans, can be made possible.
With the prospect of so many jobs disappearing in the foreseeable future, as substantiated by research across the world, including that of such notable institutions as Oxford University, and further promoted and espoused by renowned societies, such as The Royal Society for the Promotion of Arts, Manufactures and Commerce, London, and the World Economic Forum, the need to adapt and change is ever more prevalent these days.
Psychometric assessment tools in work scenarios.
Are also varying, with part-time, job-sharing, flexible schedules of work, and work from home, or at a distance, becoming more common, especially given the changing circumstances imposed by nature and the increasing complexity and speed of work challenges. Again, psychometric assessment tools. and the more generically applicable use of the data which derives from them, compared with more specific assessments of job performance, for example, make for a broader assessment of work situations. The data can be used more strategically as a result, which is vital for organizations as they seek to adapt to the changing demands of the marketplace, plus the creation of entirely new markets.
As an example of how quickly work scenarios will change in the future, the prospect of quantum computing, with its immensely fast, nee simultaneous, data transfer, based on the phenomenon of entanglement, whereby two systems can be simultaneously linked, is only a few months away, according to the latest research papers and reports from NASA, Australian National University, the University of Sussex, and Caltech, to name just a few institutions. When you couple this with the utilization of mobile phones, which, to return to original theme associated with ‘habilis’, Germans call ‘das Handy’, even quicker and more convenient access to psychometric assessment tools will be available.
In a diverse sense, psychometric tests, as challenges to each person who takes these tests, pose some different problems, therefore demanding a different mindset to something called a psychometric tool. The word ‘test’ is derived from small containers that were used to evaluate precious metals, so get the best out of what was examined. As such, ‘tests’ are often more cerebral, demanding skills which are used to overcome cognitive problems. Part of the beauty of skills is that they can be developed, and this makes the taking of psychometric tests a challenge to the participant, per se, as well as part of the competition that inevitably exists as people compete for job positions.
In this way, parallels can be made to playing chess, or to manipulating a hand in a game of cards. There are rules and the future, given those rules, can be, to a certain extent, strategized, the goal being the best outcome possible. In this sense, the best outcome for each person, based on the rules and the available skills, means that each psychometric test can be viewed as a step towards ‘winning’, because, in the end, ‘winning’ is about gaining the best outcome for each participant.
Psychometric Tools and Psychometric Tests
As the speed of technological advancement increases, so does the production and sophistication of psychometric tools and psychometric tests. ‘The Big Five’, for example, is the standard reference point for many personality tests, being the assimilated wisdom and learning of psychologists from several decades of research. This is, however, being enlarged upon, gradually, with six factors being taken into consideration, the inclusion of honesty-humility, for example, being added to The Big Five, which are, or have similar titles to: Emotionality, Extraversion, Conscientiousness, Openness to Experience and Agreeableness.
The values of people are also forming part of psychometric assessment tools, plus the cross-checking of responses which validate the resultant data is also increasing in thoroughness and, thereby, complexity. For the common good, this is all under the aegis of organizations, such as The British Psychological Society, the American Psychological Association, and the Association for Psychological Science. The reference to games, such as chess, has been made, which has its ruling bodies, and so the psychometric assessment tools and the psychometric assessment tests have their registration bodies and monitoring standards. May this forever be the case, and so guide users of the psychometric assessment tools and the psychometric assessment tests accordingly, and thereby make more winners in a fairer world of work.