The latest HR trend is using psychometrics testing. Oh no. This as bad as telling a racial minority to look “less coloured”. For those of you who are unfamiliar, Psychometrics is a variety of tests performed to evaluate the competency of an applicant or employee. It involves tests such as knowledge tests, personality traits, educational assessments, and personality assessments. Let’s examine why this is a great idea, and why it will prove majority wrong in most evaluations.
1) It’s based off of psychology. There’s our first problem. Psychology is the study of the brain, cognitive ability, and circumstance that make the brain respond and react in different ways. Ultimately, it is the science of the brain. This is why if you want a good counselor, you avoid psychology majors at all costs. Why? Because psychology major’s use a lot of branding terms, and are very diagnoses driven. Without a diagnoses, a psych major is mostly useless at their job. So in a counseling session, they will want to do genograms, discuss your childhood, and want you to talk about your past trauma. This can be very dangerous. It’s great for the psych major because they are trained they need this information in order to calculate a diagnoses, however there are many other ways of uncovering why a person behaves a certain way without bringing up trauma for them. This is why the best counselors, therapists, and workers are always Social Workers. Once you complete your C-6 training, you can do anything. Why? Because they teach you more about circumstance and how you can outrun your genetics, and your past does not necessarily determine a one way ticket in your future. They are also more focused on problem solving and lateral thinking as opposed to linear thinking and hard evidence.
2) It’s HR using assessment tools. Oh no. Would you give your copy repair guy some lessons in assessment and then let them hire and fire in your agency? No. HR education is so conveniently wrapped around administrative work, they can learn all they want about assessment, however unless they know their strengths themselves, have been through counseling and worked on themselves, overcome their personal issues, and have a developed sense of empathy and compassion. This is like giving a banana milk shake maker to a clan of monkeys. It’s gonna get used and abused. This power can go to your head pretty quick. So who is counseling them on using this, keeping them accountable, and making sure they are not using these skills for their own agenda?
3) It’s not reliable. Personality testing and knowledge testing is hugely complex. It’s possible for someone to get a low score on an IQ test, and yet be brilliant. So much is culture specific, experience specific, and of course encompassing both of those- what information has made itself available to them. Furthermore, personality testing is not necessarily going to reveal to me if an applicant is drugging, heavy alcoholing, has anger issues, draws out complex pathology, etc… It’s just going to tell me if they’re an introvert, extrovert, aggressive, passive, creative, high achiever, low achiever, etc…. It’s kind of like a glamorous cosmo quiz for employees.
4) It’s online. The majority of testing is online. Especially for large organizations such as the Fairmont or RBC. We all know how accurate computer testing is. I adore what a special bond my computer and I have, and how I have a limited number of answers, none of which encompass my true personality. It’s just so much more fun that way.
I would take my final example from Frobes who recently published an article on hiring NCO’s over anyone else. I would agree. Next time hire the war studies major. They will be devoted, loyal, goal oriented, and will cut through all the personality nonsense like a crew cut.
Want good psychometrics?- Make sure your HR has some experience managing crazy. That’ll do it.
- Psychometric Testing – Is It Measuring Madness? (trumpetpage.wordpress.com)