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Psychological Testing: A Case Study

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1. Introduction Testing was for a long time was seen as discriminatory and unjust in South Africa, but this perception is gradually changing (Foxcroft, 1997). Improvements in test development have led to the implementation of cross-culturally fair tests, and practitioners are pleasant aware of the advantages of sound assessment. Levy (2003) defines selection battery as a set of tests that can be used to make employee hiring decisions. The ability to determine how well a candidate is likely to perform on a job is the purpose of any method (Anastas, 1988). In the workplace tests, as part of assessment, are used to measure the performance and potential of current and future employees through selection and performance management respectively …show more content…

Psychological testing is the act of administering, scoring, and interpreting results of a test that measures any of a number of psychological functions such as cognitive ability, memory, or personal traits; it is a straight forward process (Goldfinger & Pomerantz, 2013). Psychological assessment is not, psychological assessment involve the integration of information from multi sources, such as tests of normal and abnormal personality, tests of ability or intelligence, tests of interest or attitudes, as well as information from personal interviews (Ter Laak, Gokhale, & Desai, …show more content…

Cognitive ability subsumes a number of cognitive capacities such as reasoning, problem solving, memory, etc. While such specific abilities (i.e., reasoning, problem solving, memory, etc.) are not each exact the same thing, what each of them has in common is that much of their variance is driven by their association with higher order factor of general cognitive ability (Carrol, 1993). General cognitive ability is defined as general mental capability that among other things, involves the ability to reason, plan, solve problems, think abstractly, comprehend complex ideas, learn quickly, and learn from experience. Most ability tests measure maximum performance, in other words what an applicant can do. For example, an Engineer and a Psychologist may have the same IQ, but this does not necessarily mean that the Psychologist would be a good Engineer and vice

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IQ while a good evaluation of a persons ability to solve logic problems is not the epitome of intelligence. If you have IQ with out practical or social intelligence in a significant quantity it wont garner you much success in the world. It needs an addition of that practical or social intelligence in order for you to become exceptionally successful within the world. The examples put forth in the book are of Chris Langan who’s IQ was in the 190 to 200’s range, Terman’s Termites (a group of students with IQ’s of 140+ that Terman followed for his Genetic Studies of Genius.), and Robert Oppenheimer. We also have two differing tests one that touches on just IQ and the other that touches on practical intelligence.

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In today’s society people often correlate test scores and percentages to how intelligent a person is. Although, I believe intelligence is also a mix of experiences, I strive to control what people judge me on, which is calculated numbers.

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Some people argue that the cons of psychometric testing outweigh its pros. In many cases, top-notch applicants are ruled out of a job because psychometrics are used as a default barometer, with all subsequent decisions based on it. One of the biggest problems is that psychometric tests frequently contain biases that work against applicants from different cultural backgrounds, who face language barriers or even just simple anxiety about testing. They might sometimes be the best person for the job, but are automatically eliminated because of the process. Besides, the standard psychometric tests are already well known and easily accessed.

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