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John Casey

While well-established in the west, tools tailored for the Chinese are now available to measure job suitability

WHILE INTERVIEWS, resumes and application documents reveal a lot about job applicants, how people can contribute to a company's bottom line is often not discovered until they are on the job - and by then it might be too late.

Psychometric tests can help shed light on the unknown and provide a solid tool even for experienced human resources professionals. Thus, they are becoming more popular with recruiters.

'Psychometric testing can help organisations make the right hiring decision, saving costs involved in letting go of unproductive employees and ultimately improve the bottom line,' said Harry Hui, an industrial-organisational psychologist in the University of Hong Kong's department of psychology.

Such tests, introduced in western countries, include the Graduate and Managerial Assessment (GMA) and online questionnaires used to explore behavioural issues across four primary dimensions - dominance, influence, steadiness and conscientiousness.

However, psychometric tools developed for a Chinese population have recently become available to help HR professionals in this region.

There are two types of psychometric instrument. The first are tests of ability and aptitude, or 'can do' tests.

The second are evaluations of personality and motivation, or 'will do' tests.

Psychometric tools designed for Chinese personnel include the Chinese Personality at Work (CPW), the Analytical Reasoning Test (ART), the Chinese Verbal Reasoning Test (CVRT) and the Chinese Work Behaviour Scale.

ART is an ability test designed to assess inductive non-verbal reasoning skills to solve novel problems.

Designed by Dr Hui, ART assesses the ability of the subject to analyse a complex relationship. It takes about 25 minutes to complete and can be scored on the internet.

The CVRT is also an ability test, designed to test verbal reasoning skills. It takes about 30 minutes to complete.

Carrie Wong, consultant for Total Enterprise Management Consultancy at the Hong Kong Productivity Council, said: 'The right match between the person and the position is essential for an organisation as it can help foster a harmonious relationship with colleagues, superiors and customers, as well as lead to higher productivity and lower staff turnover.'

The results of the most commonly used psychometric assessments are typically measured against a benchmark group. And herein is a potential pitfall for human resources organisations using psychometric assessment tools in Asia.

These benchmarks for widely used psychometric tests such as the GMA are largely based on results obtained in North America or Europe.

The benchmarking based on foreign test groups represents a potential bias when these tests are taken by Asians.

'A problem in applying psychometric testing tools stems from the fact that westerners are more extrovert and self-confident whereas, according to the testing tools used overseas, Chinese would have results indicating lower self-esteem and less confidence,' Ms Wong said.

Psychometric tools created for Chinese can help fill the void. One of the most popular is the CPW questionnaire, a 'will do' test.

Developed by Dr Hui, CPW measures 15 work-related personality characteristics in scales linked to most of the core competencies required for job applicants and employees.

'In designing CPW, we selected personality characteristics most relevant to working in a Chinese culture based on a survey of human resource professionals as well as a review of the available scientific literature,' Dr Hui said. According to Ms Wong, the top five personality characteristics  measured by CPW are drive for personal achievement, client-centred service orientation, planning and orderliness, innovativeness and change-orientation, and overall management readiness.

CPW also assesses other traits such as tenacity, need for affiliation, non-abrasiveness and modesty, and deference to authority.

Dr Hui said, 'Organisations need to choose the right scale for the position or the test results will miss the target.

'For example, for real estate sales the job applicants' results need to be in the mid range in the client-centred service orientation scale, while for insurance, the results of the best sales agents tend to be in the top half of the need for affiliation scale.'

Looking for clues

Psychometric tools may reveal factors that resumes, application documents and interviews cannot cover.

There are two basic types of tool: those for ability and aptitude, or 'can do' tests; and those for personality and motivation, or 'will do' tests.

Benchmarks for widely used psychometric tests are based on results obtained in North America or Europe and result in biases against Chinese and Asians.



Psychometric tests shed light on unknown