Psychometric Test Administrator accreditation training designed for the development and evaluation of psychometric tests, aptitude tests, personality tests at work.

Psychometric tests are useful tools – they provide a lot of information about an individual in a short period of time and present the information in a structured manner.

Training will cover standards of the British Psychological Society BPS Level 1 & 2 RQTU Certification and the European Federation of Psychologists’ Associations (EFPA) Euro Test User Certificate.

Our Psychometric Test Administrator Course provides students with the ability to understand and competently practice the administration of ability, aptitude and personality assessments in organizational settings.

Successful completion of this course and the course assessments makes students eligible for the BPS Level 1 Assistant Test User Qualification.

BPS Level 2 Ability Test User Training from our Psychometric Assessment at Work Course covers subjects important in the competent understanding and practical application of psychometric tests with a particular focus on ability and aptitude tests.

Successful students will be able to apply to the British Psychological Society for the BPS Level 2 Ability Test User Qualification.

BPS Level 2 Personality Test User Training from our Psychometric Assessment at Work Course covers subjects important in the competent understanding and practical use of personality assessments at work.

Successful students will be able to apply to the British Psychological Society for the Level 2 Personality Test User Qualification.

Now, being in possession of the Level 1, Level 2 Ability and Level 2 Personality Test User Qualifications, you will also become eligible for the Euro Test User Certificate of the European Federation of Psychologists’ Associations (EFPA).

This course ensures that those using psychometric ability and aptitude tests can choose the best tests for their purpose in the first place, can fully understand issues of test reliability, validity and test score confidence, know what is and what is not assessed and predicted by these tests and know how to professionally and competently feedback and usability and aptitude test scores.

You might be interested in other HR Programs as a next step.

YOU WILL LEARN HOW TO

This is the first stage towards becoming more familiar with the ethical and competent use of psychometric tests.

We know from research that well designed and reputable psychometric tests are incredibly useful in candidate selection and employee development as well as in team-building, coaching, and career development.

However, to be useful such tests need to be appropriately administered.

Deviation from standardized test administration, errors in scoring, improper storage or use of test data or just not giving respondents the information they need can all lead to a reduction in test reliability and validity.

This effectively makes the test useless and can have substantial negative impacts upon you, your company and the respondent.

The content from this course prevents these issues by teaching you how to prepare for and administer psychometric assessments effectively.

IMPORTANT COURSE INFORMATION

Participants who fully attend this course and complete the test on the last day will receive a Strategic Axis Professional Certificate (SAPC). SAPC certificates are regionally recognized and can be quite valuable when applying for more senior roles within the organization or outside.

COURSE OUTLINE

• What is Occupational Testing
• Categories of Psychometric Tests
• Types of Maximum and Typical Performance Tests
• Preparation for Managed Test Administration
• Invitation Letters
• Introducing & Running the Test Session
• Test Logs
• Modes of Test Administration
• Managing Problems with Remote Testing
• Candidates with Disabilities
• Direct & Indirect Discrimination
• The Four-Fifth’s Rule
• Justifiable Adverse Impact

Module 2: INTELLIGENCE

• Theories of Intelligence
• Roots of Intelligence: Nature or Nurture
• Two Factor Model – a Compromise
• New Directions for Intelligence

Module 3: NORM GROUPS AND STANDARD SCALES

• Distribution Statistics
• ‘Normal’ Distribution
• Central Tendency
• Skew – ‘When Data is Distorted’
• The spread of Scores & Standard Deviation
• Different Scales
• The composition of Norm Groups
• Sample Statistics: Standard Error of the Mean
• Gender & Ethnicity

Module 4: RELIABILITY AND ERROR

• Classical Test Theory
• Correlational Statistics
• Significance Levels
• Systematic Error
• Standard Error of Measurement
• Item Response Theory

Module 5: VALIDITY and FEEDBACK

• Types of Validity
• Bias in Validity
• Restriction of Range
• Criterion Problem
• Criterion Contamination
• Validity Generalization
• Statistical Analysis versus Pragmatic Value
• Chance Relationships
• Feedback & Report-writing for Aptitude Tests

Module 6: VALIDITY ISSUES SPECIFIC TO PERSONALITY ASSESSMENTS

• Validity Issues for Personality Questionnaires
• Statistical Analysis versus Pragmatic Value
• Chance Relationships and ‘Going Fishing’
• Multiple Regression for Personality Questionnaires
• Correction for Shrinkage

Module 7: APPROACHES TO ASSESSING PERSONALITY

• Developing Questionnaires: Rational, Empirical and Theoretical Approaches
• Methods of Personality and Performance Assessment
• Response Style and Distortion in Personality Questionnaires
• Forms of distortion
• The spread and Controlling Distortion
• Transparent versus Opaque Instruments
• Ipsative versus Normative Scaling
• Spurious Validity
• Pseudo-Scientific Measures of Personality

Module 8: PERSONALITY ASSESSMENT INTERPRETATION

• Learning appropriate to the vast majority of personality assessments
• Specific focus on the Identity Self-Perception Questionnaire
• Consideration of multiple other personality assessments

Module 9: PERSONALITY ASSESSMENT FEEDBACK

• Introduction to Feedback
• Purposes of Feedback
• Preparation for Feedback
• Feedback Skills
• The Feedback Interview Structure
• Discussing Results – Personality Assessments
• The Interim Report
• The Integrated Report