The Basics of Psychological Testing

A psychological test is a systematic procedure for obtaining samples of behavior relevant to cognitive or affective functioning and for scoring and evaluating those samples according to established standards.

A psychological test is used to measure an individual’s various abilities, such as their aptitude in a particular field, cognitive functions like memory and spatial recognition, or even traits like introversion. These tests are based on scientifically tested psychological theories.

Different Types of Tests and Their Applications

Most psychological tests can be sorted into three general categories (Murphy & Davidshofer, 1988):

a) Performance tests, in which the test-taker performs a specific task, such as writing an essay, answering multiple-choice items, or mentally rotating images presented on a computer screen.
b) Behavior observation tests, which involve observing a person’s behavior within a particular context.
c) Self-report measures, in which the test-taker describes their feelings, attitudes, beliefs, interests, and other personal attributes.

According to Murphy and Davidshofer, psychological tests usually cover three defining characteristics:

• A psychological test is a sample of behavior.
• The sample is obtained under standardized conditions.
• There are established rules for scoring or obtaining quantitative (numeric) information from the behavior sample.

The format of a test can vary from pencil-and-paper tasks to computer-based ones. They may include activities such as puzzle-solving, drawing, logic problem-solving, and memory games. Some tests also use projective techniques. Other types include paper-and-pencil tests, individual and group tests, verbal or non-verbal tests, personality tests, aptitude tests, achievement tests, and intelligence tests.

Characteristics of Psychological Tests

Psychological tests must adhere to certain characteristics to be effective. Some of these characteristics include:

1. Validity: Validity is the extent to which a test measures what it claims to measure. In other words, it refers to the degree to which a test serves its intended purpose.
2. Reliability: Reliability is the consistency with which a test measures whatever it is designed to measure. It refers to the dependability, stability, and relative freedom of a test from errors of measurement.

A test is particularly suitable for use in counseling and career guidance if it has a high degree of validity, is reliable, and has a practical application. A test must be valid before it can be chosen and used by a counselor. Validity is the primary requirement for any test, as it determines whether the test measures what it is intended to measure.

No test is entirely free from measurement error. Scores on different forms of a test or across different sections of the same test may not always be perfectly consistent. Estimates of score reliability help document the degree of consistency and, more importantly, provide a way to evaluate the extent of measurement error. Such information is essential for the proper interpretation and use of test scores.

Applications of Psychological Testing

Clinical Setting

Although generating a diagnosis is one of the tasks psychologists perform, it is only a subset of the broader process of psychological testing. Diagnosing implies that specific procedures or tests are administered to classify an individual’s problems and, if possible, identify causes and prescribe treatment. Psychologists typically make diagnoses based on the DSM-5 (Diagnostic and Statistical Manual of Mental Disorders, 5th Edition).

Educational Counseling

A key responsibility of school counselors when using psychological tests is selecting the right tests that are suitable and beneficial for students. It is important to choose psychological tests that are valid, reliable, and practical. School counselors must exercise caution when selecting tests and avoid using inventories or assessments that have not been properly developed.

Career Guidance

At least 90% of students in schools and graduate programs across the country experience confusion when selecting a suitable career path.

Psychological testing helps career counselors or individuals identify career interests, passions, and abilities that can be used in the career counseling process. These tests usually consist of multiple-choice questions designed by psychologists. They are structured in a way that helps individuals understand possible career paths aligned with their skill sets, preferences, and interests.

Organizational Use

Psychometric tests are utilized at every stage of an organization’s talent management process, from talent acquisition to talent development. These tests enhance the likelihood of organizational success by ensuring that the right candidates are hired, identified, and developed for critical roles.

Final Thoughts on Psychological Testing

It is important to remember that psychological tests are merely tools. They are always a means to an end, never an end in themselves. Like any tool, psychological tests can be highly useful—even irreplaceable—when applied appropriately and skillfully. However, when misused, they can limit or hinder their effectiveness and, in some cases, even lead to harmful consequences.