Psychometric tests and skills tests – what’s the difference and what’s the value

Psychometric tests and skills tests are often used in job selection.  Both can be vital tools to help you find the best people for the job.  But what exactly are they, and what are the differences between these two types of tests?

Psychometric tests are instruments that tell us about individual differences: such as personal characteristics or cognitive ability (intelligence), compared to other people.  Skills tests tell us about whether a person can perform a certain set of tasks, and how well.  While they might sound quite similar, they are actually different.  The main differences between psychometric and skills tests are their design, their applicability and what conclusions can be drawn.

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WHO SHOULD YOU TEST FIRST?

It’s a reality that incompetent accounting staff can virtually destroy a business.

Accounting practices have evolved over the last decade due to unprecedented market pressures including commodity based pricing and increasing costs from training, technology, and litigation (Eilifsen, Knechel & Wallage, 2001).  A number of accounting scandals in the early 2000’s (e.g. Arthur Andersen and Enron) fuelled the revision of key accounting practices and highlighted the damage that can be done to an organisation’s reputation and livelihood when accountants and auditors act improperly, incompetently, or do not recognise or respond effectively to strategic risks.

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