Source | xobin.com
Psychometric assessments are tools to measure the intellectual capabilities and the behavioral traits of an individual.
In the previous article, we have discussed how large organizations adopt psychometric assessments in their recruitment process. Now, we shall see how reliable are psychometric assessments to make challenging hiring decisions.
Reliability of a test is the measure of consistency of the result or outcome of a test over a period of time and between different test takers. Hence a test measuring personality traits should yield the same answers for a test taker after several times completing the test, and within a short period of time.
It is not possible to calculate the exact reliability. Or to be bluntly put, they may not be able to provide 100% insights about a test taker, but they aim to measure the ability of a candidate to the highest degree of accuracy.
Here is how our psychometric assessments satisfy the 4 conditions of ‘reliability’.
Internal Consistency Reliability
This form of reliability is used to judge the consistency of results across items on the same test.
Essentially, we are comparing test items that measure the same construct to determine the tests internal consistency. When you see a question that seems very similar to another test question, it may indicate that the two questions are being used to gauge reliability. Because the two questions are similar and designed to measure the same thing, the test taker should answer both questions the same, which would indicate that the test has internal consistency. For example, a personality test may seem to have two or more questions that are asking the same thing.
If the test taker answers these similarly, then internal consistency reliability is assumed to be correct.