PSYCHOLOGICAL TESTING

What is it?

Psychological testing refers to the process of assessing different dimensions and competencies by which it is possible to predict the most likely behavior of a person in certain situations. Assessment is conducted by standardized, objective and reliable instruments (tests) that provide information about the thoughts, characteristics, interests and abilities of the individual.

In organizational psychology, psychological testing usually includes atitude tests, personality tests and tests that measure characteristics important to the employer such as teamwork, motivation, coping with stress, managerial qualities, organizational skills and the like.

Psychological testing can be performed only by a psychologist who is licensed to work by the Croatian Psychological Chamber.

When to conduct a psychological assessment in an organization?

  • Selection of candidates for a specific job

Choosing the wrong person for a particular position can have major consequences for the organization, but also for the employee himself. For example, the decline in work efficiency of the entire team, poor working atmosphere, lack of motivation and finally financial and time loss due to the repetition of the entire selection process.

Psychological testing is a great complement to the assessment of a potential employee for a particular job. Reading a resume or a selection interview can sometimes lead to subjective conclusions about a candidate’s abilities or traits. For this reason, it is extremely useful to include in the selection process a psychological assessment that offers objective facts on the basis of which it is much easier to select the ideal candidate for the desired position.

  • Advancement within the organization

It has been scientifically proven that the ability to advance within an organization leads to better work efficiency. Certainly, as with the selection of employees, in this case it is extremely important to choose the right person for a particular position. Psychological assessment can contribute to getting to know employees and ultimately to optimal placement in certain positions within the organization itself.

  • Professional guidance

Vocational guidance refers to a process that helps an individual in making decisions about further education, choosing a profession and job, and about the direction of their own professional development. Psychological testing is an important part of professional guidance because it provides a person with information about his interests and educational goals for certain areas of work. In addition, it is useful to test the knowledge, abilities and characteristics of the individual in order to get a complete picture of the best choice of future occupation or job.

What is all possible to test?

  • Cognitive abilities

Cognitive ability tests (intelligence tests) measure the ability to think logically and reason and solve problems in unknown situations. In the work environment, they are useful for predicting the time it will take an employee to acquire new knowledge and skills, and for predicting work efficiency and success in the future. Depending on the needs of the workplace, some specific abilities such as verbal and nonverbal reasoning, perceptual speed and accuracy, or numerical intelligence can also be assessed.

  • Personality traits

Personality questionnaires / inventories measure traits such as conscientiousness, emotional stability, extraversion, mental openness,… They are useful for assessing interpersonal relationships that are extremely important for functioning and teamwork.

  • Other characteristics important for the work environment

For example, ways of coping with stress, motivation, social competencies, work behavior, etc.…

What do the results of psychological assessment look like?

The results of the psychological assessment can be presented in the form of a written and / or oral report. A simple vocabulary is used, clear and understandable even to those who are not experts in the field of organizational psychology. Depending on the purpose of the psychological testing, the report may contain guidelines for selecting an adequate candidate for a particular job or position and recommendations for the development and guidance of the individual on a personal and professional level.

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