Frequently Asked Questions
This page was created to answer
some of the most frequently asked questions on assessments.
Most of the answers were provided by Dr. Al Raffetto, others come
from experienced users of assessment tools.
Question: What
is the difference between a personality test and a psychological
test?
Answer: A personality test is one kind of
"psychological test".
Any non-physiological test of internal cognitive/emotional
operations would qualify as a psychological test.
Question:
Are assessments legal?
Answer:
Properly applied, yes.
Question:
What laws/regulations should I be aware of when
testing?
Answer:
EEOC,
ADA and Affirmative Action are laws/regulations.
Question:
How much of my decision can I base upon the
assessments?
Answer: The recommended amount is "no more than
one-third". The
notion is that you base these decisions on three sources of
information, history, compatibility and suitability.
Question:
How much expense will this add to my budget?
Answer: If you just think in terms of budget, you can add
$25 to $250 or more per person assessed based on type of
assessment and service included. You
may request additional interpretation or assistance with the
report. HOWEVER, if you think in terms of P&L statements or
tangible and intangible costs for doing business, your bottom line
will look better if we do the right job with the right test tool.
The cost of a bad hire or promotion is much higher then the
investment in a properly applied assessment.
Question:
Why is the Profile Evaluation instrument (PES) more
expensive than the others?
Answer: Because it's built better, does more and, as they
say in the trade, it's a very robust instrument. Like any tool there are inexpensive ones and expensive ones.
You can set up a great demo by having people do things with
inexpensive tools and quality tools.
At the end you ask: "If this job was absolutely
critical/vital, which tool would be the better value and the wiser
choice?" If the
psychometric job at hand is cheap, easy and has no vital
implications to the company, it isn't an investment with a
return. Select the right tool for the task that is also the
most cost effective one. Most
psychological tests are neither cheap nor easy, but rather are
difficult and have vital implications for peoples' lives.
That's why companies prefer the better built and more
expensive Profile.
Question:
Can a profile help me determine the best fit for
our company?
Answer: Most companies don't have a detailed picture
of what "best fit" actually looks like. Tests like PES actually facilitate clear description building
and consensus building on the question that plagues so many hiring
efforts: Exactly what in the heck are we looking for?
Question:
Can the Organizational Needs Inventory be
administered before and after a change program?
Answer:
Yes, it is frequently used in this manner.
If you have a specific question which was not answered or would
like to have additional information contact Sam Maitz, Director of
Assessments, at 254/776-7551 or submit your question via e-mail to
smaitz@lmi-inc.com.
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