Psychometric Tools and Test Validation

There are thousands of psychometric tests and tools claiming to divulge an unknown character or hidden ability. Unfortunately, many of these tests have no scientific foundations.

Psychometric tools and tests need to be tested for their suitability as a measuring instrument before application in a business or behavioral context. Validity is determined by the degree to which evidence and theory support the interpretations of test scores. The AIOBP uses observational and statistical studies within its own controlled focus groups to measure the impact and accuracy of a test or tool as well as performance and inter-relational outcomes across multiple organizational climates and in which the AIOBP has already a defined control base. These control groups have been prequalified on multiple psychometric characteristics and provide an accurate benchmark for which to measure specific tools or tests against. The AIOBP allows a 9% variance for validity qualification.

Why Psychometric Test Validation is Important

The goal is to provide HR professionals and corporate users with the sense of security needed to make sound decisions on the use of assessment tests in their organization. If a psychometric test or tool is validated by the AIOBP, you can rest assured that it will provide value to your organization.

Clinical Testing

As the focus of the AIOBP is Business psychology, we do not validate psychometric tests or tools for medical or clinical testing.

Memberships available to organizations providing Validated Psychometric Testing

Validated Tests

• PDA International
• Achiever
• CBCI
• DISC
• Harrison Suitability Assessment
• HBDI
• KeenClues
• Merit
• SHL Situational Judgement Tests
• SHL Spatial reasoning tests
• Wave Types
• WAVE Entrepreneurial Potential
• WAVE Job Profiler