Psychometric Testing in Interviews

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Psychometric testing is widely used outside medicine as part of an employee selection process, although its use has attracted a great deal of criticism too. In the NHS, psychometric tests are often used for selection of mangers and a growing number of Trusts are now using psychometric testing as part of the consultant interview process. This chapter looks at the implications of this and at some of the more commonly known tools. Psychometric tests include personality tests, e.g. Myers—Briggs and Insights, as well as aptitude tests designed to assess an individual’s general logical ability, and verbal, numerical and technical reasoning. Aptitude tests are thought to be more accurate in predicting job performance than personality tests but have not been widely used in medicine. The tools used within medicine tend to look at a person’s personality, how they behave within teams and how they respond to conflict. Some of the more commonly used tools are: • Myers—Briggs Type Indicator® (MBTI®) • 16 Personality Factor (16PF®) • Insights Discovery® Personality Profile (Insights) • Fundamental Interpersonal Relations Orientation (FIRO-B®) • Thomas—Kilmann Conflict Mode Instrument (TKI) • Strength Deployment Inventory® (SDI®) Two of these tools, MBTI and SDI, explicitly state that they should not be used as part of a selection process. However, they are increasingly being used, driven by the advice of unqualified or unscrupulous behavioural consultants! . . . What should I do if asked to sit a test? . . . You are who you are. Do not panic and do not try to work out what the panel want when answering questions about your personality. In general you will only get it wrong! The outcome of your assessment will not be you and the person you appear to be may be less suited for the job than the real you. Equally, this is not something you can practise—you can’t really ‘get good’ at something that is designed to simply show the real you! It’s also worth remembering that if the panel members are determined to employ someone you are not, ask yourself whether you would be happy in the role.