HR Applications of Psychometrics

This chapter evaluates human resource applications of psychometric assessments, including needs analysis before psychometric use, selection, personal development, team building, increasing motivation and career guidance. It examines the evidence base for HR use of psychometrics and which kinds of psychometric instruments are best suited to which kinds of application. The chapter discusses a rationale for using psychometrics in HR, before moving to the most common uses of psychometrics in HR. It talks about the range of psychometric instruments that support HR activities and shows how to decide which psychometric instrument to use. Psychometric assessments used in HR can be categorised according to three qualities of the individuals that they assess: Can do; Will do; and Will fit in. For recruitment, the best practice is to conduct some form of job analysis. The chapter presents a few methods of job analysis, which include the critical incident technique (CIT), visionary interview, and Repertory Grid.