Diagnostic Profiles

Psychometric (literally ‘mind measuring’) tests and profiles have their origins in the first half of the 20th century. The best of them are scientifically devised, rigorously tested, statistically valid and constantly reviewed and refined. They are available to practitioners trained in their use and who have committed to the code of best practice for their use in business (drawn up by the British Psychological Society).

Psychometrics tests determine ability; they provide an objective measurement of an individual’s performance in a particular field, e.g. numerical capability, verbal reasoning. Psychometric profiles look at more intangible qualities, like personality and psychological type. They are often self-report questionnaires, but can be 360?? (bringing in the observations of others, like colleagues, subordinates, superiors); in either case they deal in perceptions, so are more subjective and should be used only with care in a selection process and only alongside other methods. However, profiles are excellent at providing insights for personal development, when debriefed by an expert.

Different tests and profiles target different attributes (e.g. problem solving, psychological type) and different types of people (e.g. new graduates, strategic managers). Psychometric tests provide a standardised score. Psychometric profiles generate a longer report that describes all the characteristics measured, often graphically and verbally. In both cases the practitioner is responsible for explaining the scope of the tool used and the significance of the results, both to the individual who has completed the questionnaire and the ‘commissioner’ of the psychometric. With a personality profile, the 1 ‘ 1 feedback is as important as the report itself and time should be allowed for a full debrief.

Psychometric questionnaires are powerful tools for measuring ability, identifying development issues and focusing resources on to critical areas – for organisations and individual managers. Used skilfully and responsibly they provide high-quality information that points the way to solutions that enhance overall business performance.

Who Will Benefit from using Psychometric Tools

• HR and senior managers needing to: diagnose performance or interpersonal problems; measure ability; gauge potential; profile individuals and teams; identify ‘best fit’ between people and jobs; provide performance and career guidance.
• HR and line managers responsible for recruitment and selection.
• Individual managers and professionals at all levels, wanting high quality information that will help their workplace performance

Some psychometrics can be completed on-line, but many (particularly tests) must be administered with the practitioner present

Coote Harvard is licensed to administer a number of recognised diagnostic psychometric tools including:

• The Cognitive Process Profile (CPP)
• Myers Briggs Type Indicator (MBTI)
• FiroB
• Occupational Personality Questionnaire (OPQ)
• Belbin Team Styles
• 16PF
• Aston Team Effectiveness Inventory
• Herman Brain Dominance Instrument (HBDI)
• Emotional Intelligence Questionnaire

Further information

To discuss how psychometrics can address development issues in your organisation, and for guide prices please contact Susan Coote on +44 (0) 1767 631875