1.Psychometric tests are scientific instruments which measure psychological constructs. These are internal behaviours and capabilities that each person possesses.

2. The psychological constructs that are most relevant to organisations are cognitive capability (IQ) and emotional capability (EQ). Collectively we refer to them as Inherent Capability or simply Capability

3. Psychometric tests provide measurements as opposed to estimations or judgements about EQ and IQ. All other assessment methods however,, such as interviews, role plays etc. provide subjective estimations or judgements about a person’s behaviour.

4. Psychometric Tests have scientific properties. Among the most important are:

Validity – the test measures what it sets out to measure.

Reliability – the test will yield a similar result if it is repeated in the future on the same person.

Normative Measures – candidate’s scores on a test (the raw score) is compared to a norm group which converts the raw score to a score out of nine (stanine) or sometimes a score out of 10 (sten). This makes it possible to see how well a candidate performed compared to the norm group.

Stanines of 1 - 4 are considered to be lower than average compared to the norm group

Stanines of 5 and 6 can be considered to be average compared to the norm group

Stanines of 7 - 9 can be considered to be above average compared to the norm group

5. The use of Psychometric Tests is governed by legislation and an ethical framework. Some of the most important considerations are:

Only psychometric tests may be used to assess psychological dimensions

Only psychological professionals may interpret test results

The ethical rules pertaining to informed consent, confidentiality, storage, interpretation, candidate's rights and feedback and must be strictly adhered to