Details on Talentoday's science and methods behind the questionnaire and technology
Since the 1980's, psychometrical tests have been significantly developed in the business world: evaluating skills, talents, personality, teamwork and more. Tests have become essential in accompanying and managing the working population
Pierre-Francois Verley, CEO and Psychologist
Assessment in psychology: history of psychometrics
What is a Psychological Assessment?
Also called Psychometrics, Psychological Testing is the science of psychological measurement, which includes the measurement of knowledge, abilities, attitudes and personality traits. This field focuses on the construction and validation of assessment tools such as: questionnaires, tests, and personality assessments. Psychometric tools evaluate different aspects of individuals in a standardized manner, while also comparing them to a group.
What are the Different Types of Psychological Tests?
Nowadays, there are many different psychometric tests and they are generally classified into two categories:
Aptitude and Ability tests: These are intelligence tests that take a look at one's knowledge and aptitude. These tests are based on the concept of a right answer, where a subject is evaluated on his or her capacity to produce good responses, that is to say, his or her performance.
Personality and Interests tests: In these tests, there isn’t a right or wrong answer; rather a group of traits or types of responses are analyzed.
About the mYti test
The mYti© test (mYti stands for My Talent Inventory) is a psychometric tool developed by Talentoday to assess individuals through a questionnaire on personality and motivations.
The mYti© is the result of teamwork of psychologists, experts in career counseling, recruitment, and assessment professionals, engineers and researchers from the CNRS (National Center of Scientific Research, France).
The test was calibrated in October 2012 based on a sample of 3,669 international students, and recalibrated in October 2013 with a total population of 10,210 around the world. In the questionnaire, 28 aspects are assessed:
20 regarding personality
8 regarding motivations
Each aspect is important in assessing individuals. The questionnaire is an ipsative test that consists of 128 questions. It takes approximately 11 minutes to complete.
How are the results calculated?
Standardization of the Test: Reference to the Norm
For each test taker, the results of the mYti© are interpreted in reference to the standards. Standardization is a fundamental stage in the assessment process. Individual results must be interpreted in reference to a comparison group. Individual scores are part of the normal distribution. For each test taker, results are put into perspective with a sample of peers, a representative sample drawn from the population or norm group to whom they belong. Scores are norm-referenced, calculated using psychometrical and statistical assessment measures: average, standard deviation, Z-score and Sten score.
Standardization in Administration Conditions
To provide significant and accurate results, psychological testing requires standardization in the way tests are administered. In accordance to the APA's Standards in Educational and Psychological Testing, the mYti© also provides a standardized manner in administration testing: the same test is given in the same manner to all test takers, in order to obtain consistent and comparable measures.
Reliability is the measure of the internal consistency and stability in a psychological test. There are various indicators to assess the reliability of an instrument:
Internal consistency is the degree to which every test item or question measures the same construct. It is measured by the Cronbach's Alpha — a super-correlation of all items on a scale. If the score is .70 or higher the measurement is accepted
Stability is the measure of the test-retest correlation, using a correlation coefficient « r » with results larger than .70, following the American Psychological Association (APA)'s recommendations.
Validity indicates the degree to which an instrument assesses what it intends to assess:
Content validity: how items evaluate what the questionnaire claims to assess
Criterion-related validity: when the test has demonstrated its effectiveness in predicting criterion or indicators of a construct
Construct validity: if the test demonstrates a correlation between the test scores and the prediction of a theoretical trait
Personality and Soft Skills
During the 1980’s, the Harvard Business Review published a study highlighting that the most important criteria of efficiency and performance in professional life weren’t training, experience, age or gender, but how we adapt to tasks. Therefore, it appears that professional development and success depend on our personality characteristics just as much as they depend on our aptitudes.
But what are the personality characteristics? Known as soft skills, these are the human and social abilities that relate to emotional intelligence, as opposed to technical abilities or hard skills.
Indeed, if these hard skills are gained from an apprenticeship, more often than not academic, they can be confirmed with a degree or qualification. Soft skills refer to how we are: they are the personality traits and ways of working, which vary according to the individual.
Consequently, businesses and universities focus on the question of soft skills since they allow us to predict a person’s capacity to adapt to a position, to integrate into a team, and to develop in their work.
At a time when more and more young people are entering into higher education and in an environment of a “war of talent”, we must rethink performance and concentrate on potential: the winning combination between personality, aptitudes and motivations.
Knowledge, technical abilities and personality skills overlap and complement one another. It is essential for everyone to have a good understanding of themselves in order to know what resources they can use to improve their professional development. Psychometric evaluative devices such as personality tests allow us to identify these soft skills.
Convinced that motivations and personalities play major roles in professional success, we offer effective devices to measure these soft skills to our users. They will then be able to discover the expectations of each job in regards to behavior and personality.
We have therefore perfected a technological device to evaluate the suitability between user profiles and jobs, taking personality, motivations and individual interests into account: Job Matching Technology.