Ethical Strengths in Psychometric Testing

Psychometric testing involves an intrusion into a person´s life and puts the tester in some position of power over that person. For this reason, all testers must follow a code of ethics. Failure to uphold these ethics, which include confidentiality and the right to privacy, can have serious legal repercussions for the tester and the organization using the tests.

Confidentiality

• Companies sometimes use psychometric testing as part of the employee selection process. The tests assess general personality characteristics, intelligence type and sometimes specific skills, such as sales ability. Often a company brings in an external tester qualified to conduct the tests and analyze the results. It is the company's responsibility to protect the candidate's confidentiality and ensure that only authorized personnel see the test results and analysis. The company must also ensure that none of the information is shared with a third party unless the candidate gives his consent. Also, in order to further protect the candidate, test results and reports must be stored securely or destroyed.

Data Use

• Psychometric tests produce large amounts of useful data. Researchers who wish to use the data must ask for signed consent from each participant. The researcher must also explain the purpose of the research, how the data will be used and provide answers to any questions the participants may have in an honest way. Also, the researcher must guarantee that the data be used anonymously.

Access

• Interviewers and testers should make it clear to job candidates that they have the right to access psychometric test results. Central Test, a psychometric testing company, says that results are usually given immediately after the test is taken or after the interview. A candidate should also have the right to request that the company delete all test information held on a computer or in any other form.

Validity

• According to Central Test, it is unethical for employers to use psychometric tests as the sole basis for employee selection. Tests only indicate some aspects of a candidate's skills and in many ways only skim the surface of a person; therefore they should only be used as an additional support tool in the selection process. Candidates that are familiar with psychometric tests may know how to answer them to their benefit, which is unfair to other applicants.