Psychometric Testing	3
	BPS Textbooks in Psychology	4
	Contents	9
	About the Editor	11
	About the Authors	13
	Foreword	19
	Preface	21
	Acknowledgements	23
	Part I History, Theory and Utility	25
	1 The History of Psychometrics	27
	Great Men and Their Humour	27
	Personality and the Four Humours	28
	The Beginnings of Modern Psychometrics	29
	The Twentieth Century	30
	Measurement, Controversy and Theoretical Development	31
	Tools for the Job	33
	Psychometrics, War and a Peacetime Dividend	35
	Moving Forward, Mind the Snake Oil	36
	References	37
	2 Ride the Horse Around the Course: Triangulating Nomothetic and Idiographic Approaches to Personality Assessment	39
	Rationale	39
	Conclusion	47
	References	48
	Apendix 1	49
	Andy and Cobalt, show jumpers	49
	Psychometric Assessment Number One	49
	Psychometric Assessment Number Two	50
	Psychometric Assessment Number Three	50
	Triangulation of Instruments	51
	3 A Very Good Question?	53
	It is the Way You Write Them	53
	Levels of Agreement	54
	What is This Question Assessing?	55
	The Answer is No, or is it Yes?	56
	Longer Items, Longer Scales?	57
	What to Ask?	58
	Don’t Rate, Rank?	61
	References	64
	4 Big Data and Predictive Analytics: Opportunity or Threat to the Future of Tests and Testing	67
	The Context for Testing has Changed and Continues to Change	67
	Chapter Plan	69
	The Era of Big Data and Data Analytics	70
	The Ultimate Candidate-Friendly Test: The One You Don’t Have to Take!	72
	Three Other Scenarios for Testing in a Big Data and Analytics World	76
	Analytics as a value-add to testing	77
	Testing as a value-add to analytics	79
	Analytics as a platform for the evolution of testing	80
	As a Wise Person Once Said, ‘The Future is Difficult to Predict’	81
	Notes	82
	References	84
	5 The Practical Application of Test User Knowledge and Skills	89
	Introduction	89
	Choosing Tests	89
	Interpreting Test Results	91
	Feeding Back Test Results	94
	Putting Forward the Case for Testing (or Not Testing)	96
	Validity in Practice	98
	Conclusion	99
	References	99
	6 The Utility of Psychometric Tests for Small Organisations	101
	The Current Modelling Constraints and Parameters	102
	The Sampling Sequence	103
	Model 1: Test score validity 0.2 and projected employee jobperformance group-classification	103
	Model 2: Test score validity 0.3 and projected employee jobperformance group-classification	104
	Model 3: Test score validity 0.4 and projected employee jobperformance group-classification	104
	What might we conclude?	105
	In Conclusion	108
	Note	108
	References	108
	Part II Applications and Contexts	109
	7 HR Applications of Psychometrics	111
	Introduction	111
	Rationale for the Use of Psychometrics in HR	111
	Common HR Uses of Psychometrics	112
	Recruitment	113
	Development	116
	Research	118
	Auditing	118
	What Kind of Psychometric Instruments Support HR Activities?	118
	Can do	119
	Will do	124
	Will fit in	125
	How Do You Decide Which Psychometric Instrument to Use?	125
	Methods of job analysis	125
	Example outputs from job analysis	126
	Assessment and development centres	129
	Evaluating the Test	129
	Ease of use	130
	Interpretation and feedback	130
	Quality of the assessment	131
	Validity	131
	Reliability	132
	Fairness	133
	Sources of information about specific psychometric assessments	133
	Notes	134
	Further Reading	134
	References	134
	8 Defining and Assessing Leadership Talent: A Multi-layered Approach	137
	The Environment Within Which We Operate	137
	Defining a Leadership ‘Blueprint’	138
	Establishing the ‘blueprint’	138
	Evolving the EAF	139
	Defining Potential Within Santander	141
	The early years	141
	Evolving the model	141
	Implementing Robust Leadership Assessment	143
	Establishing an organisation-wide assessment capability within Santander	143
	The role of psychometrics within Santander	145
	Assessment for selection or benchmarking	147
	Assessment for development	150
	Conclusions	152
	9 Psychometrics: The Evaluation and Development of Team Performance	153
	Introduction	153
	The Organisational Context	153
	Team Context	154
	Team Development: The Psychometric Context	155
	Stage 1: Forming	156
	Stage 2: Storming	157
	Stage 3: Norming	157
	Stage 4: Performing	159
	Stage 5: Adjourning	159
	Psychometrics and Personality	160
	Typology and Teams	160
	The Myers–Briggs Type Inventory and teams	161
	Myers–Briggs personality types	162
	Lumina Learning: Spark Psychometric	163
	Teams and the Lumina Spark Mandala	165
	Conclusion	167
	References	167
	10 Psychometrics in Sport: The Good, the Bad and the Ugly	169
	Introduction	169
	The Good: Exemplars of Positive Contributions from Sound Science	170
	The Bad: Exemplars of Questionable Theoretical Base, Design or Usage	172
	The Ugly: Measures Which Really Shouldn’t be Used in this Way, or Perhaps at All	175
	Concluding Comments	178
	References	178
	11 Using Psychometrics to Make Management Selection Decisions: A Practitioner Journey	181
	The Starting Point: The Way Things Were	181
	Early Asessment Models and Their Scope for Psychometrics	181
	A Unique Oportunity	182
	The Genesis of Competencies	183
	The In-House Study	184
	More Systematic Use of Psychometrics	185
	Developments in the Use of Competencies: Closer Ties with Psychometrics	186
	In-House Developments in Psychometric Usage	186
	Further Developments in Psychometrics	187
	The rise of the Big Five	187
	The Emerging Use of Meta-analysis	188
	Exploring the In-House Data and Its Wider Relevance: (1) Relationships between Psychometric Factors and Competencies	188
	A parallel study: The emergence of the Great Eight competencies and their psychometric correlates	189
	The in-house study: Four competency clusters	190
	Exploring the In-House Data and Its Wider Relevance: (2) Is There a Generic Psychometric Profile for Managers and Are There Generic Psychometric Predictors of Managerial Performance?	191
	A generic psychometric profile for managers?	191
	Generic psychometric predictors of managerial performance?	193
	Using Psychometrics to Predict Performance	194
	Can Psychometrics Add Value in Management Selection?	196
	References	196
	12 Psychometrics in Clinical Settings	199
	Introduction	199
	Psychometric Assessments and Clinical Practice	200
	What is it we are doing and are we making a difference?	200
	What theory and practice inform clinicians’ use of psychometrics?	202
	Clinical use of psychometrics	203
	Positivistic bias	204
	The Organisational Impact of Psychometrics	205
	Conclusion	206
	References	207
	Part III Best-Practice Considerations	209
	13 The Use and Misuse of Psychometrics in Clinical Settings	211
	Are Diagnostic Categories Social Constructions?	211
	How might providing a diagnosis assist with treatment in clinical settings?	213
	Improving the Reliability of Assessment and Diagnosis	213
	Free-flowing narrative	214
	Semi-structured interviews	214
	Tests used in clinical practice	215
	Measures of affect (mood state)	215
	Ability assessments	216
	Neuropsychology	217
	Personality assessments (trait)	217
	Weighing the Information	218
	Conclusions	218
	References	219
	14 Measuring the Dark Side	221
	Introduction	221
	The Personality Disorders	221
	Measuring the Personality Disorders	225
	The Hogan Development Survey (HDS)	226
	The Dark Triad	230
	Conclusion	232
	References	233
	15 Projective Measures and Occupational Assessment	237
	Introduction	237
	Theories Relating to Projective Measures	237
	The Use of Projective Measures since the 1960s	238
	International Comparisons of the Use of Projectives	239
	The Reliability and Validity of Projective Measures	240
	Stimulus Material for Projective Measures	241
	Sentence completion	241
	Drawings	241
	Solid objects	241
	Auditory stimulus	241
	An Estimation of the Amount of Use of Projectives	241
	The Rorschach	241
	The Thematic Apperception Test (TAT)	242
	Some Concluding Observations	243
	References	243
	16 Testing Across Cultures: Translation, Adaptation and Indigenous Test Development	245
	The Applicat ion of Psychological Testing across the Globe	245
	The Challenges of Developing and Using Psychometrics for Other Languages and Cultures	246
	Item Bias	247
	Source 1: Linguistic bias	247
	Source 2: Psychological bias	248
	Source 3: Conceptual bias	248
	Methods for monitoring adaptation	248
	Method Bias	250
	Instrument bias	250
	Administration bias	251
	Sample bias	252
	Construct bias	253
	Conclusion	254
	References	254
	17 Personality Testing in the Workplace: Can Internet Business Disruption Erode the Influence of Psychology Ethics?	259
	Introduction	259
	The Structure of This Chapter	260
	Two Conflicting Discourses Inherent in Occupational Testing	260
	Uses for Personality Testing in the Workplace	261
	How the Discourse of Business Creates Grey Markets	262
	The Competitive Attraction of DISC-based Personality Tests	263
	Substitution and Disruption in Business and Psychology	264
	Potential disruption challenges for testing	264
	DISC: A Quest for Face Validity	265
	DISC-based Tests and their Origins	266
	DISC-based personality test facts	266
	The DISC-based value proposition	266
	The DISC Theory Foundation	267
	Who was William Marston?	267
	Marston’s personality theory	267
	True Validity Requires Moving Beyond Face Validity	268
	Paltiel’s Review of the DISC-based Aproaches	269
	Other Findings on DISC-based Tests	269
	Personal profile system	269
	Later findings for Personal Profile Analysis	270
	Findings for Insights Discovery	270
	Findings for DISC Classic	270
	Competition and Personality Testing	271
	Conclusion and Recommendations	271
	DISC’s substitute strategy as approach to competition	272
	DISC’s low barrier to market entry	272
	Grey market	272
	Internet disruption of the industry	272
	What can the testing industry do?	272
	References	273
	18 A Practitioner’s Viewpoint: Limitations and Assumptions Implicit in Assessment	275
	The Instrument	275
	The Practitioner	279
	The Client	283
	Summary	284
	References	284
	19 When Profit Comes In the Door, Does Science Go Out the Window?	287
	Note	289
	References	289
	Part IV Psychometrics and the Future	291
	20 The Future of Psychometric Testing	293
	Smartphones Will ReplaceComputers for EmployeeAssessment	294
	High-Quality Psychometric Testing Services Will be Sold Direct to Consumers	297
	Advances in the Neuroscience of Personality	299
	The Badging Movement and High-Stakes Testing	301
	The Promise of Data from Wearables, Big Data Methodology and Other ‘Stealth Assessments’	302
	Conclusion	303
	References	303
	Index	307
	EULA	329