Engage registered psychologists for pre-employment tests: Expert

Business Reporter
ZIMBABWEAN organisations and companies have been urged to utilise registered psychologists when administering psychometric test in view of its specialty and importance.
“Psychometric testing” (also known as pre-employment tests) basically refers to occupational testing and employee assessment, and this test is used to measure attributes like intelligence, aptitude and personality.
As relates the specific area of employment, this form of testing provides the employer with an insight into how well the potential employee is able to work with other people, how she/he will handle stress and if the person can handle the intellectual requirements of the job.
Industrial Psychology (Pvt) Ltd managing consultant Mr Memory Nguwi said a principal reason for the growth of psychometric tests’ use in the country is that results of professionally developed tests are more reliable and accurate assessments of human capabilities and behaviour than those based on the observation of individuals alone.
However, there have been cases where some Zimbabwean organisations have used non-qualified persons to administer the specialised test.
“Also, given the legal implications involved in the termination of employment in Zimbabwe, it is little wonder that employers are looking for tools that can accurately predict a candidate’s suitability for a position.
“Research has proven that psychometric testing is an accurate and reliable method of doing just that.
“It is however, important for companies to ensure that the tests they use on their workforce are credible and meet the organisation’s requirements.
“More importantly, companies need to ensure that people who administer psychometric tests to their current and potential employees are registered psychologists with proof of their registration and practicing certificates as required by the law, that is, the Health Professions Act (Chapter 27:19),” said Mr Nguwi.
He contends that the administering of a pre-employment test by an unqualified and unregistered individual is tantamount to an offence insofar as it breaches legal statutes.
“Very few employers are aware that it is an offence for a non-psychologist to administer and interpret psychometric tests.
“In terms of the Psychological Practices Act the following constitute the practice of psychology, which can only be done by a registered psychologist, that is, the measurement, assessment or evaluation of intellectual abilities, occupational or educational aptitudes or interests. It also includes the motivational dispositions, personality characteristics or traits or mental health of any individual by the administration of any test, scale task, examination or other such measuring techniques,” he said.
Accordingly, a registered psychologist, registered with the Allied Health Practitioners Council is the only person authorised to administer and interpret psychometric tests.
When a person has been registered with the Allied Health Professions Council they are issued with a registration certificate.
Thereafter they need to have a practicing certificate that is renewed every year.
In similar respects, for someone to be registered as a psychologist they need to possess a postgraduate qualification in psychology that is recognised by the Allied Health Practitioners Council or having undergone a supervised internship.
Mr Nguwi said that employees affect an organisation’s performance and profitability, hence hiring or promoting people who are unsuitable costs time, money and potential new business.
Achieving a perfect fit between employee and the job is directly related to the assessment of the individuals’ aptitude and personality.
Psychometric testing is generally performed at the beginning of the selection process, as it is an effective screening tool within the costly recruitment.
The tests can be used to enhance the decision making process by ensuring that all candidates are treated fairly and are measured against a common yardstick.
According to the experts, psychometric tests ensure that stereotyped judgments made by interviewers are challenged and objective analysis of the potential candidates is done.