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FAQ on Talent Assessment

Have some questions about psychometrics or Talentlens tests? We are here to help with our talent assessment FAQ.

Click on the following to find out more.

WHAT EXACTLY ARE PSYCHOMETRIC TESTS?

Psychometric tests refer to an instrument or procedure that measures a specific human attribute, such as abilities, aptitudes, skills, personality and values.

WHAT MAKES THEM DIFFERENT FROM OTHER TYPES OF QUESTIONNAIRES OR TESTS?

Talentlens’ psychometric tests have various distinguishing characteristics that differentiate them from typical questionnaires or tests.

  • Psychometric tests measure a specifically defined individual difference that has a valid theoretical basis
  • Psychometric tests are developed through rigorous empirical study
  • Psychometric tests meet high standards of testing reliability and validity
  • Psychometric tests are administered and scored under structured and standardised conditions

As a result of these distinguishing characteristics, psychometric testing is a scientifically valid basis for making specific inferences about a person’s capabilities or propensities to behave within a particular domain. For instance, Watson-Glaser™, a psychometric test of critical thinking, is regularly used in recruitment as they have been empirically shown to be highly predictive of job performance.

HOW ARE THEY USED?

Talentlens’ psychometric tests have commonly been used in the following areas:

  • Recruitment: To assess and shortlist applicants with a greater fit to the role
  • Talent Identification: To identify high potential job incumbents
  • Training & Development: To foster greater individual and team awareness
  • Team Building: To deepen interpersonal understanding in order to improve team dynamics
  • Career Counselling: To identify areas of strengths and limitations to guide career development
  • Educational Placement/ Entrance Examination: To determine suitability for a course of study
  • Curriculum Support: To track student progress on a course

SO….. WHAT ARE NORMS?

Norms refer to a sample of data that has been collected for use as a benchmark or comparison group when interpreting results on a psychometric test. For norms to be effective, careful sampling is needed to ensure that the sample is suitably representative of the population.

WHY DO THEY MATTER?

Psychometric tests are instruments, typically tests or questionnaires, that measure a specific capability or characteristic of a person. These include qualities such as abilities, personality traits, values, and skills. Often times, these qualities need to be interpreted in comparison with the scores of other people in the same cultural context. For example, when assessing the critical reasoning ability of a potential job applicant, you would be most interested to know how the applicant scores in comparison to others in the job market. A well-constructed norm helps you to achieve this by giving you a set of comparison data against which you can benchmark an applicant.

WHICH TALENTLENS TESTS HAVE LOCAL NORMS AVAILABLE?

A Singapore General Population Norm is available on Watson-Glaser™ Critical Thinking Appraisal and the Sosie™ Personality and Values questionnaire. Learn more about Watson-Glaser™ and available norms. Learn more about Sosie™ and available norms.

HOW DO I ACCESS THE NORMS?

These norms are integrated onto our Talentlens online testing platform. Once you make the choice of which norm group to use, results are automatically benchmarked against the chosen norm group.

WHAT DO THE ASSESSMENTS MEASURE? WHY ARE THEY IMPORTANT?

Talentlens’ psychometric tests measure empirically valid qualities that have a proven ability to predict real-world outcomes of interest, such as job performance. Use TalentLens assessments to:

  • Sift for top talent
  • Gain deeper insights on candidates
  • Prepare interview questions
  • Identify future leaders
  • Guide post-hire development plan
  • Evaluate the effectiveness of talent interventions

Cognitive Ability Assessments

Cognitive ability assessments are a type of mental reasoning test that assesses a fundamental thinking ability. Performance on cognitive ability assessments are highly predictive of people’s ability to solve complex problems, learn new skills and make effective decisions. As these are key skills in the modern workplace, cognitive ability assessments are frequently use in recruitment and talent identification, to shift for top talent amongst a group of candidates.
Personality & Values

Success in the workplace depends on more than hard cognitive skills – motivation, resilience, self-management and the ability to adapt are behavioural capabilities just as critical to effective performance. Personality assessments measure behavioural preferences and values to effectively profile your staff and job applicants in a consistent manner. Use personality assessments to answer questions such as:

  • What motivates your employees?
  • How do they cope under pressure?
  • How do they manage change in their environment?

Situational Judgement Tests

Situational Judgement Tests, or SJTs, is a type of assessment that measures ‘real-world’ skills and behaviour by presenting respondents with realistic work scenarios to respond to. By requiring respondents to indicate their judgement of how best to respond to these scenarios, SJTs assess work-based behaviours and decision-making; underpinned by the skills, motivation and abilities commonly required at work.

Language Assessments

Do your employees have the language skills you need?

In a global economy, strong language skills are necessary to effectively communicate with customers, suppliers, partners and other employees. The Versant tests help organizations uphold language standards that have been proven to be critical to customer satisfaction and employee productivity.