What is psychometric testing?

Psychometric literally means "measuring the mind," and, in one sense, any systematic attempt to assess mental characteristics could fall into this category.

The term is generally used to describe specific tests for personality, intelligence, or measurement of attitude. To gauge a person’s height, a tape measure is used; scales determine weight. Personality attributes, abilities, and aptitudes, however, are far less tangible and less easily measured.

Psychometric tests were developed and standardized to provide scores on hypothetical variables and are used to assess ability, personality, and interest. A psychometric test needs to be both reliable and valid to fulfill the objectives and measure what it claims to measure. A "standardized test" means that it has been normed on a wide population sample, and respondents’ results are compared to that sample.

Psychometric tests have become widely used in recent years as pre-employment screening tools and guides for establishing development opportunities for employees. They are also useful to employers for "sifting out" large numbers of applicants at an early stage in order to save both time and money.

A test, in order to demonstrate its psychometric pedigree, must undergo extensive and detailed trials during its development. In this way it is shown to perform the function that the designer—and ultimately the user—require.

Psychometric tests provide an abundance of quantitative data, which are easy to analyze statistically, and the tests are generally easy to administer.

Psychometric Tests Offered by Alumni Career Services

The Myers- Briggs® model of personality is a self-report questionnaire designed to make Jung’s theory of psychological types* understandable. This test—the most widely used instrument for understanding normal personality differences—focuses on how you prefer to behave, not how you actually behave. Understanding your preferences and the "stretch" between preference and actual behavior can be useful in many ways—from choosing the optimum job or career work environment to stress management. Taking the MBTI® and then receiving trained feedback can help you understand and identify your unique gifts.

The Myers-Briggs® model of personality is based on four preferences:

1. Where do you primarily direct your energy?
2. How do you prefer to process information?
3. How do you prefer to make decisions?
4. How do you prefer to organize your life?

Myers-Briggs can help you:

• Choose a new job or career
• Change your job or career
• Increase your satisfaction with your present career

Another test that is extremely useful in conjunction with the Myers-Briggs® is the Strong Interest Inventory®. This instrument is a powerful tool that can help you make satisfying decisions about your career and education. It is the most respected and widely used career-planning tool available and has recently been revised and updated according to today’s working environment.

Understanding your Strong profile can help you identify a career focus and assist in the career exploration and career planning process. It consists of:

• 30 Basic Interest Scales, with a new focus on technology, finance and investing, marketing, and entrepreneurship
• Six updated General Occupational Themes, identifying Investigative thinkers to Enterprising persuaders
• Revised 244 Occupational Scales—over 120 jobs, from Network Administrator to Financial Manager to ESL Instructor
• New five-point answer format to more accurately measure individual style preferences in learning, leadership, risktaking, work style, and team orientation

Alumni Career Counselor Julie Swaner is certified to administer both of these tests. For current members in the Alumni Career Services program the testing fee is $20 per test. For those not in the program the testing fee is $20 per test and interpretation time is $50 per hour.

Need additional information? Contact Julie at (801) 585-5036 or by email.

*Jung’s theory of psychological types:

• Extroversion – Introversion
• Sensing – Intuiting
• Thinking – Feeling
• Judging - Perceiving