2/11/2009 Psychometric Tests: Latest trends and best practice Presenters: Cherie Curtis Head of Psychology Jason Blaik Psychology R&D Manager Melinda Wilkings Psychologist Kate Cervetto Psychologist (Provisional) Agenda • Who is Onetest? • What do we know about psychometric tests? • Group activity • Sharing of outcomes • Best practice and recent trends in psychometrics • 3 cases studies • Summary • Questions and answers 1
2/11/2009 Who is Onetest? • First Australian provider of online psychometric tests • Brisbane based (Offices in Sydney and Melbourne) • In house Psychology team • Deliver 100,000 + tests per year • Understand business implications of assessments and how they fit with organisational processes • Quality Assured Business – ISO 9001-2000 • A unique mix of Strategy, HR, Technology and Psychology • Service SME’s through to Multi -Nationals across all sectors What does Onetest do? This includes the following This includes the following This includes the following products and services: products and services: products and services: • Online Psychometric • Exit Interviews • Online Psychometric Tests Tests • Cultural Analysis/ Values • Online Performance • Verification testing Audits Appraisal Solution • Online Recruitment • Leadership & Team • Employee Engagement Management System Development Solutions • Employer Branding and • Team Building Facilitated • Job Satisfaction Surveys Sourcing Strategy Sessions • Graduate Recruitment • Organisational • Personalised HR Commitment Solution Consulting • Skills Testing Some Onetest clients 2
2/11/2009 What does Onetest know about Psychometric Tests? • Designed, developed, validated 6 test in 6 years • Item development • Report development • Parallel form development • Ensuring test security • Candidate care • Test maintenance (psychometrics and normative data) • Established 3 large scale test integrations with international third parties What does Onetest know about Psychometric Assessment? • Strong use of technology to add efficiency to the practical application of psychometric assessment • Have applied tests to 1000+ companies across Australia, US, UK, NZ, Asia, Europe and the Middle East. • Manage daily candidate and client enquires • Actively contributing to psychometric industry • University lecturing • Commercial marketing and mainstream media • Conference attendance and presentations Why are assessments important? 1. Tests are one of the most common applications of psychology to the workplace 2. Use of psychometric tests in workplaces is increasing within Australia 3. Current economic market means HR is a hot topic 4. Psychologists are considered experts in psychometric testing 5. We are passionate about the topic! 3
2/11/2009 What is your experience? Have you administered assessments? Paper and pencil based? Online? What types of assessments? What context were they used? Recruitment? Development? Team dynamics? Leadership? Group Activity • Divide into 4 small groups • Drawing on your experience, each group will discuss the questions presented and record their answers • Each group discussion will be facilitated by a Onetest Psychologist. • You will be asked to share your responses with the larger group • You will have 30 mins to complete this task Questions 1. How often does your group use or facilitate the use of psychometric tests in your work? 2. Which psychometric tests do your group have the most experience in administrating? 3. What is the definition of a psychometric test? 4. What is the difference between a psychometric assessment and a psychometric test? 5. What is the difference between a psychometric test and a survey? 6. Why would you use psychometric test at work? 7. Where can psychometric tests be used in an organisation? 8. What are the different types of administration options with psychometric tests? 9. What are the pros and cons of each option? 10.What do you think are the most commonly used tests in Australian workplaces? (recruitment vs development, online vs. paper, construct type) 4
2/11/2009 Definitions Psychometric Assessment: A standardised way of sampling behaviour and describing it with categories or scores. Most tests have norms or standards by which the results can be used to predict other, more important behaviours (Gregory, 1996) Survey A gathering of a sample of data or opinions considered to be representative of a whole (Houghton Nifflin, 2000) Latest Trends Significant change over the last 10 years Initially: - Limited use of testing - Paper and pencil based or some software based - Psychologist dependent Now: - Common HR practice (Most organisations use some form of testing) - Candidates and employees are more comfortable with completing psychometric tests - Improved technology to support psychometric tests - Psychology discipline establishing stronger business ties Best Practice in Assessments Considerations 1. Psychometrics 2. Appropriateness of construct 3. APS Professional ethics (Code of Ethics A1 A3 B1 B13, Psych Assessment Guidelines) 4. Mode of delivery 5. Duration of tests 6. Combination of tests 7. Reporting 8. Feedback 5
2/11/2009 Case Studies 1. Onetest Work Safety Assessment Return on Investment 12 Months Before Onetest 12 Months After Onetest 90 $800,000 80 $700,000 70 $600,000 60 $500,000 50 $400,000 40 $300,000 30 $200,000 20 $100,000 10 $0 0 Claims Costs # Claims 3,000 2,500 Key Numbers 2,000 # Claims 89 to 48 (59.7% reduction) 1,500 Claims cost $790,000 to $300,000 (71.5% reduction) 1,000 Lost Days 2,767 to 1,256 (61.3% reduction) 500 0 Lost Days 6
2/11/2009 2. Savilles Savills use of Onetest solutions has saved the business an estimated $350,000 annually in direct recruitment costs. In addition to cost and time savings, Savills staff turnover decreased from 28% in October 2007 (when Onetest was introduced to the business) to about 19% in April 2008. This shows the dramatic decrease in the employee turnover trend and the significant impact that Onetest is contributing to Savills HR capabilities. Susan King HR Manager Savills 3. StarTrack "We engaged Onetest to create a profile of the ideal driver and to assess our ongoing short list of candidates to pinpoint the best fit. Our partnership with Onetest has seen us incorporate best practices into our recruitment process. Their expertise and product portfolio identifies candidates: • Best suited to the company culture • More inclined to enjoy their day to day tasks • Most likely to perform like our best. Results to date have far exceeded expectations; significantly reducing staff turnover and improving productivity. I am thrilled with their approach to the partnership and the impact on my key business metrics.“ Kevin Jamieson, Director of NSW Star Track Express 3. StarTrack Star Track NSW Driver Recruitment 45.00% 40.00% 39.90% 35.00% 30.00% 29.45% 25.00% 24.60% Turnover During Probation 21.05% Total Turnover 20.00% 15.00% 10.00% 5.00% 0.00% Pre Onetest Using Onetest 7
2/11/2009 Your Responsibilities as an Organisational Psychologist 1. Experts in psychometric tests and its application to business. 2. Facilitator of how psychological principles can benefit organisations. 3. Strong business acumen 4. Demonstrate how our science provides ROI 5. Promote our discipline and ethics at all times Thank you for your time… 8
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