Using Unsupervised Internet Based Ability Testing

Views, Issues and Risks:  Towards a Guide for Effective Practice

Introduction  Here’s the nub of the matter in hand within this article:  ….applicants were born to lie and all high stakes assessments are likely to elicit deception(Dilchert, Ones, Viswesvaran and Deller, (2006) cited in Peterson, et al. (2011)).

There – I thought that would get your attention!    Particularly if, like many others you have considered using ability testing at a distance via internet mediated technologies in selection.  There is clearly a lot of demand for effective tools in this area of testing.  Younger, (2008) notes that 100 percent of Fortune 500 employers offer an online process for recruitment.  Arthur et al (2011) and Tippins et al (2006) both cite the recognised benefits of using remote internet testing; speed of process with reduced application to hire times, convenience for the respondent in taking the test at a time and place of their choosing, the ‘long reach’ of the method being able to access applicants anywhere without the traditional travel costs, and reduced cost generally, amongst other cited benefits.  But these benefits come with potential risks as indicated above.
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15FQ+ Behavioural Interview Report Released

The Behavioural Interview Report provides structured behavioural interview questions to attempt to elicit information about a respondent’s past behaviour. Such a technique is based on the premise that past behaviour is seen as the best predictor of future behaviour. Interviewees’ responses are generally considered reliable because they are based on what they actually did, as opposed to offering opinions or hypothetical responses.
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BPS EFPA Qualifications – 04/09/2013 Cutoff Date To Map BPS Level A/B To EFPA Standards

As you may be aware that the BPS changed the standards of the formally known Level A and B qualifications back in September 2011. The new EFPA standards (European Federation Psychological Association) now mean that the qualifications are now recognised throughout Europe and no longer just the UK.
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Report Sets – Contents, Credit Pricing & Sample Reports

Please Note: The report sets below are correct as of UK launch date 09/04/2013. These cover the default Report Sets within The new Psytech GeneSys Online System. Credit prices may vary depending on regions. Report Set contents may vary between regions and is dependent on language availability. Please check with your local Psytech Distribution Partner for further details.
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Introducing the Adapt-g Ability Test

Psytech has unveiled its latest ability assessment, the Adapt-g.  Designed to assess reasoning ability (like the traditional GRT1 and GRT2), its key advantages are that:

  • It is an adaptive test, meaning that it tailors question difficulty on the fly to suit the test-taker’s ability level, and can be administered unsupervised.
  • It focuses on general mental ability, or g, which is consistently shown to be the best single predictor of job performance and trainability.
  • It is an ideal screening tool.

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Custom Norms: Getting it Right

Building your own norms for psychometric tests is like assembling kit set furniture: it’s not hard, but if you don’t stick to the instructions you can end up in a right mess.  This article explains the most important guidelines for building robust norms that give more meaning to test scores.

Why Custom Norms?

Generic norms are fine when you only need to (a) rank-order candidates, or (b) have an idea of where a candidate sits in a general population.  But do you really have a clear picture of what that generic group looks like?  And hence what test scores are really telling you about behaviour?  You’re probably far more familiar with people in your own organisation or industry.  Wouldn’t it be nice to know where a candidate sits relative to that group – a group that you know well?  It could give you a much clearer and more concrete idea of how the candidate might behave and what they might be capable of.  This is where specialised, custom norms come in.
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Psytech Solutions

Psytech is developing a wide variety of solutions designed to assist organisations hire, develop and retain their staff.

The new solutions range of products remove some of the barriers that prevent many HR professionals and decision makers from using psychometric assessments:


  • They allow decision makers access to assessments without the need for extensive training in psychological testing principles.
  • They reduce the workload of having to conduct a job analysis, identify the appropriate tests and interpret the results in light of the job requirements.
  • They cater to specific assessment needs and provide practical and easy to use reports.
  • They have been constructed using a valid and reliable library of Psychometric tests.
  • They offer users the flexibility of online unsupervised administration.
  • They can be easily customised to client specific needs.

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Tags in Psytech GeneSys

Tags are one of the most important features within the Psytech GeneSys system. They give you a tool that can be used to help you personalise the structure of your data, making things like finding single respondents from within thousands simple, or for forming large data sets from respondent records that all have linked references with just a simple search. Tagging respondents is the most effective way within GeneSys to link multiple respondents with shared properties together across your dataset.

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