Psychometric tests are tools used for measuring the personality traits of the individual (Eysenck, MMPI, Myers-Briggs, Rorschach), emotional state (Beck Depression Inventory), behavior, abilities, creativity, mental capacity (Wechsler, Bayley), mental process (WISC), language and motor skills.
These tests are applied by means of questionnaires, measures, inventories, and open ended questions. All psychometric tests have standardized score calculation systems.
What are psychometric tests used for, what are their benefits?
Today psychometric tests are used at schools, job interviews, psychological and psychiatric treatment centers and similar institutions.
Experts in the field of psychiatry and clinical psychology in particular use these tests to establish how much the person’s behavior is affected by an external or internal condition, and to determine the level of the emotional or behavioral state. Within a clinical framework these tests are used when working with persons with behavioral disorders or when working with defendants. Also, the tests are generally conducted before commencing the therapy, so that they may form the basis of the therapy and determine the form of treatment to be applied.
The psychometric tests used in the clinical field can be divided into two separate groups:
Tests that are developed to understand the candidate’s personality, behavior and attitudes usually consist of open-ended questions. There are no “right” or “wrong” answers.
Tests to measure ability and capacity consist of closed-ended multiple choice questions and there is a “right” answer.
General validity and reliability of psychometric tests
In order to verify the general validity and reliability of psychometric tests it is necessary to establish whether it actually did measure what it was meant to measure. Furthermore, psychometric tests are standardized in order to analyze the data obtained from the candidate and ensure generalized validity.
Reliability of psychometric tests is an indicator of the consistency of the measure and the level of reliability of the scores obtained from the candidates. In other words, assuming that identical conditions are provided during the measuring, the larger the number of similar results obtained from different people the higher the reliability of the measure.
There are different methods to measure the reliability of the tests. These are: Test-Retest reliability, internal consistency reliability, split-half reliability and inter-rater reliability.