Ask the expert: Test for cultural fitness

By DR MARIE WILSON


Q. Things went extremely well at a job interview and I was convinced that I would get the position, but I had to perform an online psychometric test. They stressed in the interview that they put a lot of importance on this test to see if I would "fit into their culture".

I completed the one-hour test and felt I did okay although the questions were frustrating. It also had a full-on maths section with the old "a train is travelling at ... " And some equations I haven't seen since high school (maths is my weakest subject).

I answered all the questions truthfully but I was disappointed at the results I was shown. I didn't get the job and was wondering what you thought of psychometric testing. I don't think it is accurate.

A. The short answer is that there isn't much you can do. Employers can use a variety of mechanisms to screen for employment, any or all of which are flawed, and there isn't much the potential employee can do about it (unless it is discriminatory against a category protected by the Human Rights Act).

More than two-thirds of New Zealand's large public and private sector organisations use psychometric tests. However, you may have a point about the value or validity of the test. I asked two colleagues who are specialists in organisational psychology to help me with your question.

Dr Helena Cooper-Thomas notes that there are several potential problems that could cause the issues you have reported here. Most organisations that use tests will focus on personality and cognitive ability which have been shown to be good predictors of work performance.

It sounds as if you were asked to take a personality test and at least the numerical reasoning part of a cognitive ability test regarding accuracy. There are a range of commercially available tests which range from excellent to poor. For the good quality tests, these are as good at predicting actual performance on the job as a well-conducted, structured interview.

You did not feel the test gave an accurate view of who you are and of your abilities, in maths anyway. There are two things I would highlight here. First, your results will be compared against the results of others.

The organisation may be using New Zealand population norms separated into male and female, or they may be specific to the profession or occupation you were applying for a position in, or for the specific organisation.

In terms of the results, it sounds as if you have a more fundamental issue with the test itself. There are a number of possible explanations:

* that you don't have an accurate view of who you are overall

* that the test is not a good quality test

* that you were compared to an inappropriate norm group

If you do have concerns, I would go to the test supplier for more information on the test.

Dr Paul Barrett has a slightly different perspective, and notes three key issues:

First, why give a psychometric test after the interview? Only a test of general mental ability exceeds the predictive validity of a well-structured interview.

The answer to the above question seems to be embedded in that phrase "fit into their culture", which is the second issue.

Given the meaning of "culture" is quite subjective in many companies, it suggests that the tests may have dubious value for selection.

Even if we take the most generous view possible we are still left with a third concern.

What is the point of administering such a test after an interview? Generally, psychometric tests would be used as a screening device to remove individuals whose "fit" to the "culture" is less than others - or to select only the top three or five individuals for interview.

Both psychologists talk about validity, that the test actually measures what it says it is measuring and that it predicts how you will perform on the job.

Well-selected tests can be used with well-structured interviews and reference checks, to gain a better understanding of the potential employee.

Tests are not perfect, however, and some are inappropriate and/or very poor predictors.

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Dr Marie Wilson is associate professor of management at the University of Auckland Business School, research director of the ICEHOUSE business accelerator and a veteran of 20 years in corporate management and small business.