Choosing the right person for the job has long been a problem that many employers have struggled to address. Poor selection may have disastrous consequences for both the employee and the company. From the company's perspective the cost of hiring and training an inappropriate candidate can be very high in terms of lost productivity and revenue, reduced efficiency, increased absenteeism, reduced morale, the cost of the selection process itself and the cost of retraining new personnel. From the employee's perspective being selected for the "wrong" job may have consequences reaching from loss of motivation, reduced job satisfaction, increased work stress, failure to progress in their career, to more clinical manifestations such as depression and anxiety to name but a few.

Employers have attempted to resolve the selection problem by using a variety of methods to aid selection accuracy. However, over the years many of these have been "faddish" and lacking in predictive validity. Today, methods such as hand writing analysis, astrology and reliance upon written references (that inevitably praise the candidate) have given way to more valid methods.

Numerous studies have shown that modern psychological testing is one of the most valid predictors of future job performance. With increasing frequency, employers are now turning to psychological testing to aid in selection decisions as well as evaluation of personnel.

Why choose testing?

1. Objectivity – good psychological tests are standardised on a large sample and provide normative data across a wide range of demographics and age cohorts. Well selected tests will allow you to demonstrate talents that may otherwise not be evident.
2. Validity – psychometric tests are a more valid method of assessment than interviews, academic achievement & reference checks, and when utilised in combination (for example in an assessment centre) are highly predictive of future job performance.
3. Cost – the cost of selection errors is large for both the employer and the employee. Psychometric tests help to minimise costs while maximising potential fit between the candidate and the job.

When applying for graduate or professional positions today, at minimum you should expect to supply the potential employer with a professionally presented resume and cover letter, be prepared to attend a number of interview rounds, and in many circumstances, complete a number of targeted psychological tests.

A Very Brief History of Test Development
Comparisons of human attributes and differences have a very long history.

• Hippocrates – (400BC) attempted to theoretically define four basic temperament types: sanguine (optimistic), melancholic (depressed), choleric (irritable) and phlegmatic (listless and sluggish).
• Galton - (19th century) measured human individual differences in terms of ability to discriminate between stimuli.
• Binet - devised tests to measure differenced in specific human abilities. Now numerous tests measure specific abilities, strengths and competencies.
• Army Alpha and Bets tests (WW1) – developed out of an urgent need to select personnel with specific aptitudes for training in specialist and strategic roles.
• Today – Psychological tests widely used in selection practices.

These humble beginnings and the sophistication and statistical rigor with which psychological tests have now developed, has contributed to today's increased test use in recruitment and selection. The range of psychological tests that you may encounter is large, and includes tests of High-level cognitive processing such Abstract and Numerical reasoning, Management potential, Motivation, General Ability and tests of Manual dexterity (to name a few).

So what exactly is Psychological Testing?

1. a tool to aid in the candidate selection and decision making process
2. Psychological tests do not and should not stand alone as the only selection method. In practice, most test-based selection decisions are the result of a combination of selection tools - a number of psychological measures combined with other assessment methods such as interviews, work samples, simulations or biodata from the resume or job application.
3. Psychological tests are carefully developed for specific purposes and need to be utilised for the purpose for which they were intended. The tests used in the selection setting are purpose designed to help fit your talents, personality and attributes to a job that suits you. They are not designed to reveal your innermost secrets or uncover confidential information about you.
4. Reputable tests have undergone rigorous research before being released, and published technical manuals provide research evidence of their reliability and validity for specific purposes. For an overview of the Nature and Use of Psychological tests see Anastasi & Urbina, 1997
5. Although psychological testing is on the increase, in practice, due to the extreme cost, psychological testing may not be implemented until quite late in the selection process. This varies however, depending upon the nature of the organisation, its resources and the purpose of the recruitment drive.

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