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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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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Supervised Online Testing – A Way To Reduce Faking?

Supervised Online Testing – A Way To Reduce Faking?

An international between-subject study by Matthias Stadler & Psytech International

Introduction

Online testing is used more and more in personnel selection. However, research has only just begun to explore the possible gains and risks from taking psychometric tests out of standardized settings. Tippins et al. (2006) mention several unresolved issues regarding unproctored internet testing, especially in high-stakes situations. Beaty et al. (2011) criticized that especially the possible effect of the higher anonymity of unproctored online testing on the validity of psychometric testing have not been investigated much so far.

To augment this sparse body of knowledge, we report data on both Chinese and European applicants and investigate the effect of increased supervision on the personality scores of high-stakes applicants. It is assumed, that a higher degree of supervision will lead to a less stereotypical score on both the most relevant personality traits and the fake-good scales (Mahar et al., 2006) but will not effect the social desirability scores.

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Psytech International Certified Today for EFPA Training Courses

Psytech International have today become one of the first trainers in psychometrics to become EFPA certified.

EFPA will replace the BPS Level A & B in 2012.
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EFPA Test User Ability / Test User Personality Qualifications Vs BPS Level A and B: A Comparison

BPS launched the new EFPA Level  1, Level  2 and Level  3 qualifications structure on the 5th of September 2011.  Since then, all verified training providers who affirm the competence of training course delegates will effectively indicate which EFPA certificate should be awarded.   EFPA Level 1 is the Assistant Test User qualification will be the equivalent to the old BPS Test Administration certificate.  At EFPA Level 2 we have the EFAP Test User Ability and Test User Personality Certificates which replace the BPS Level A and B (Intermediate) certificates respectively.  Also EFPA Test User Personality (Additional Instrument) Certificate replaces BPS Level B (Intermediate) Plus.  At Level 3 the EFPA Specialist Test User Certificate will replace the BPS Level B Full Certificate.  So, what are the real substantive differences between the old and new qualifications?
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EFPA Training – BPS Announces changes to Level A and Level B Certification Scheme

The British Psychological Society (BPS) has now announced the commencement of the long awaited update / replacement for the Certificates of Competence in Occupational Testing.  The widely recognised BPS Level A Certificate and Level B Intermediate, Intermediate Plus and Full Certificates have been in place since 1993.  As of Dec 2010, 10,584 had completed the Level B Intermediate qualification.  Psytech are proud to say we have trained nearly 25% of that number on our own!  This must make us the largest single contributor in the provision of Psychometric qualifications?

Some might argue that the review of qualifications is overdue.  The Level A/B scheme was designed at a time when pencil and paper based testing was far more prevalent and computer based testing was in its relative infancy.  Today, with the exponential growth in internet based testing, such as GeneSys Online, the globalisation of the psychometric market and developments in testing theories, test user qualifications need to reflect the current reality.

EFPA stands for European Federation of Psychological Associations.  As the title suggests, the new qualification will be recognised not just by BPS, but also by the wider psychological societies of Europe, bringing harmonisation of standards across the continent.  The BPS have been the lead body in the development of the new standards, and thus there is much in common with the previous Level A and Level B standards.  In a future article we will focus on the details of EFPA, and the similarities and differences in the standards.

The new qualifications available will be:

  • Assistant Test User  – ATU (analogous to the BPS Test Administrator Certificate)
  • Test User Ability – TUA and Test User Personality – TUP, (analogous  to the Level A and Level B Intermediate certificates respectively)
  • Test User Personality:  additional instruments TUPAI (analogous to Level B Intermediate Plus)
  • Specialist Test User -STU (analogous to the Level B Full Certificate from BPS)

The ATU qualification will equate to EFPA Level 1, TUA and TUP / TUPAI will be at EFPA Level 2 and STU will sit at EFPA Level 3.

The Psychological Testing Centre, the BPS department responsible for Test User Qualifications, has announced that training providers can now apply for verification in the new standards. although there is a two year overlap where the Level A/B scheme can continue whilst new provision is put in place. You can be assured that Psytech will remain at the forefront of this new provision as we are currently undertaking work towards becoming one of the first to be verified for the new qualifications. Psytech will also be enhancing the GeneSys User Course to incorporate the new EFPA Assistant User qualification.

 

(update: 12/12/2011)

Psytech International have today been certified to provide EFPA Level 1, level 2 and Level 3 training courses (http://www.genesysonline.net/blog/?p=159)

CRTB2 Executive Level Norm

Psytech International have just released an additional norm for CRTB2. Recognising that Critical Reasoning Assessments are commonly used for senior role selection, and in response to requests for  ‘Executive’ level comparators from clients, we have undertaken analysis of international respondent data for CRTB2 where it has been used for senior level assessment.  Accordingly 1072 respondents were identified as having been assessed in relation to senior, executive or higher level leadership roles.  The term ‘Executive’ has been used to differentiate between Graduate Managerial and Senior role respondents.

Of  the group identified (N=1072) 712 were males and 360 were females. It is acknowledged that males are the predominant group and is felt to be a reflection of the reality of the (widely recognised and debated) proportionate representation of males Vs females within the Executive level population.  The age range of respondents for senior positions was 21 to 69, with a mean age of 37 years and 8 months.  The group consists (where declared) of an internationally diverse range of nationalities, having European, African, Asian and Australasian respondents. The educational level (where declared) of respondents is predominantly Graduate level, with Masters and Professional Level qualifications widely cited, up to and including PhD level respondents.

 

In terms of comparison to the standard Graduate Managerial the table below provides data for the Executive Level Vs the Graduate Managerial level Norm Populations:

 

Norm Dim Sample Size Mean SD
GraduatesManagers Verbal Critical 365 20.07 6.70
Executive Level Verbal Critical 1072 22.74 7.14
GraduatesManagers Numerical Critical 364 10.79 4.75
Executive Level Numerical Critical 1072 14.93 4.59

 

Respondents within the Executive Level norm can be seen to achieve a higher mean score on both the Verbal Critical (VCr2)and Numerical Critical (NCr2) scales, with the Executive Level having a VCr2 mean 2.67 raw score points higher than the Graduate Managerial norm.  However, the greatest difference is in the NCr2 results.  The Executive Level norm has a scale mean 4.19 raw score points higher than the Graduate Managerial Norm.  This seems to indicate the importance of  greater numerical skills  within senior level respondents.

 

Accordingly, this norm is suitable for use where high level /high ability applicants are desired.  Having been constructed from international data, it should be suitable for use in a wide range of settings for senior level respondents from a wide range of backgrounds, where performance on an international stage is required at the highest levels.

The new Executive Level norms are available in all GeneSys Online accounts, as well as available for GeneSys 3.6 download below:

Executive Level – UK

Executive Level – International