There are mainly two usages of occupational psychology tests in organization:
1. Intra-organizational studies – field-studies within organization i.e. satisfaction, wellbeing, quality of working life, occupational stress, bulling, safety culture, work motivation (incl. reward system) etc.
2. Personnel selection for vacant jobs or specific selection i.e. talents’ selection, selection participants for training, selection for managers’ reserve, for professional career etc.

Most organizations have an interest for better understanding psychological climate in organization or have a need of identifying the best candidate/applicant or a capable candidate and use some tools (psychometric tests, interview, work samples or some other methods) to help evaluate a candidate and make decisions about whom to select.
However, research has shown that some measures have the higher predictive validity for overall job performance (see below: University of Kent ). All psychometric tests we had developed are based on the psychology theories, and each test has evidence-based proof.

According Society for Industrial and Organizational Psychology (SIOP , USA) there are six reasons for testing: (1) testing leads to savings in the decision-making process; (2) the costs of making a wrong decision are high; (3) the job requires attributes that are hard to develop or change; (4) hard-to-get information can be obtained more easily and efficiently; (5) individuals are treated consistently; (6) there are a lot of applicants (see also SIOP Employment Testing Guide )

There are predetermined psychometric principles for measurements i.e. scientific test must to have:
Validity = is the extent to which a test accurately measures what it is supposed to measure i.e. refers to how well a test measures what it designed to measure. Psychometric test “validity refers to the degree to which evidence and theory support the interpretations of test scores entailed by proposed uses of tests” (Standards for educational and psychological testing. Washington, DC: 1999)
Reliability = is the degree to which an test produces stable and consistent results
So, a useful psychological test must be both valid (i.e. there is evidence to support the specified interpretation of the test results) and reliable (i.e. internally consistent or give consistent results over time, across raters, etc.).
Norms or norm-referenced scores = these compare personal test users’ results (or organization’ average test performance) to the performance of a clearly defined reference group called a "norming group” (i.e. average results of group)
Lie-scale - in our case, within each occupational psychology test was incorporated the lie-scale for identifying results that are not truthful enough
Standardization - electronic testing and instruction for user (test taker) and manual for results interpretation
Procedure and data protection - all our psychometric tests are available electronically via Internet. The test taker answers the test questions in Web environment and completed test is automatically sent to the recipient by e-mail once the user pushes the “send” button. This test taker’s answers are then removed from the Web environment since according to the test manual, processing of the test takes place offline. This ensures that test key’s and authors’ copyright are not violated and the confidentiality of the user’s test results is guaranteed. The data of the final test results are copied into and kept in a database outside the Web environment. The processed results of the test are sent individually to each customer to her/his e-mail address within 2-3 minutes after completion of the test. The time delay occurs due to security reasons since the answers to the test have to be copied into offline database, processed and transferred to a suitable format for returning to the user. The length of the delay depends on the recipient’s Internet connection and speed.

In Europe, European Federation of Psychologists' Associations (EFPA) and European Association of Work and Organizational Psychology (EAWOP) ) has established requirements for test users - European Test User Standards for test use in Work and Organizational settings Please e-mail to schedule an appointment or to obtain additional information about our evidence-based psychometric tests.

Professor Mare Teichmann
Skype: mare.teichmann