The different forms of psychometric testingDescribe the different forms of psychometric testing commonly used by employers to assist in the selection of employees and comment on the advantages and disadvantages of their use. Since the beginning of civilization, employers have tested potential workers in order to select suitable candidates. The original tests would have been a system of standardized, strictly controlled exams. However, in 1883 Galton produced the first psychometric tests to measure intellect, and his developed form of analysis still forms the basis of psychometrics today. A growing number of employers now use psychometric tests as part of their selection process. Tests are of two main types: personality tests and aptitude tests. Personality tests are designed to measure personality traits that may have an effect on your job performance, while aptitude tests measure abilities such as verbal or numerical reasoning skills. When it comes to employee selection, these tests have varying advantages and disadvantages. These tests provide employers with vital information about the candidate's personality, abilities and behaviors. However, these results may be invalid if the candidate feels unwell, misread the question, sabotaged it, or deliberately attempted to create a false impression. Employers use different forms of psychometric testing to help. selection of employees. Psychometric tests can be structured or projective. Projective personality tests tend to take the form of inkblot tests such as the Rorschach test which is one of the best known and most widely used projective personality tests. Their uses in business have increased significantly due to employers recognizing their benefit in being able to identify valuable personality traits and abilities in candidates applying for jobs. Bibliography Alvardo, N. (1994) “Empirical validity of the thematic apperception test”. Journal of Personal Assessment', 63, 59-79. Furnham, A. (1997) 'Psychology and behavior at work' Gamble, K, R. (1972). “The Holtzman Inkblot Technique: A Review.Psychological Bulletin”, 77, 172-194McKenna, E. (2000), “Business psychology and organizational behavior”45-49Rust. J and Golombok S. (1989), “Modern Psychometrics. The Science of Psychological Assessment,” 69.Saccuzzo, K. (1998). “Psychological Tests”, 440Shelly, D and Cohen, D. (1986), “Psychological Tests’,47-122