What are Psychological Assessments?

Psychological Assessments or Psychological Tests are verbal or written tests formed to evaluate a person’s behavior. Many types of Psychological tests help people understand various dynamics of the human being. It helps us understand why someone is good at something, while the other is good at another. However, Humans are complex beings that can’t be defined and classified under certain branches. The subjective nature of humans and individual differences has quite often raised criticism in psychological testing.

The classification of the types of psychological tests is as follows:

• As per the nature of psychological tests in terms of standardized and non-testing methods of testing
• As per the functions of psychological tests such as intelligence tests, personality tests, interest inventories, aptitude tests, etc.

Characteristics of Psychological Tests

Here are the key characteristics of Psychological Tests:

• Reliability: The psychological assessment/test must produce the same result no matter when it’s taken.
• Validity: The psychological test must measure what it’s been created to assess.
• Objectivity: The assessment must be free from any personal bias for its scoring, interpretation of scoring, or administration.
• Standardization: The test must be standardized in terms of its place, material, and time for the assessment as well as its environment.

Uses of Psychological Testing

Psychological Tests are mainly used to analyze the mental abilities and attributes of an individual, including personality, achievement, ability, and neurological functioning. Here are the central and most important uses of Psychological Testing:

• Detection of Specific Behavior
• Psychological Diagnosis
• Tools in Academic Placements
• Screening Job Candidates
• Individual Differences
• Research
• To Promote Self-awareness and Understanding
• Psychometrics/Career Assessment Tests
• Organizational Development

History of Psychological Testing

Created by Francis Baton as a group of tests, Psychological testing methods can be traced way back to 2200 B.C. in China when an emperor tested his officials to know whether they were suitable for his office. Since then many Chinese dynasties have seen such tests unfold into more formal ones with various levels. These tests created an impression in the world and soon every country started following them. Fast forward to the time when the whole world was struck with World War I, this era served as a critical crunch in the psychological world. Many types of psychological tests were designed to evaluate soldiers for the army and to filter soldiers who were suffering from ‘shellshock’ or PTSD. Such intense screenings might come off as archaic in today’s world, but it was a landmark in psychology because it gave rise to the World’s first Personality Test.

Limitations of Psychological Testing

• The tests are conducted in such a way that they are unreliable in some circumstances.
• Depending on the test, candidates may lie, resulting in an entirely different outcome.
• The applicant will be determined by the individual taking the tests, not by the examinations themselves. Even the most skilled evaluation specialists can make a mistake and hire someone who did not merit the position in the first place in some situations.
• When society improves and becomes more productive, a particular test may become obsolete, forcing the replacement of a more advanced exam. This can be unproductive and prevent the person giving the test from getting a better result for the candidate.

Types of Psychological Tests

Now that you know about their origins, let’s explore the top and most popular psychological tests.

Here are the major nine types of Psychological tests:

1. Personality Tests
2. Achievement Tests
3. Attitude Tests
4. Aptitude Tests
5. Emotional Intelligence Tests
6. Intelligence Tests
7. Neuropsychological Tests
8. Projective Tests
9. Observation (Direct) Tests

Intelligence Tests

Intelligence tests are standardized assessments designed to measure an individual's cognitive abilities and provide insight into their intellectual potential. These tests have been instrumental in various fields, including education, psychology, and employment, helping professionals make informed decisions about an individual's capabilities. In this article, we will explore the concept of intelligence tests, their history, and the diverse approaches used to measure intelligence.

History of Intelligence Testing:

The origins of intelligence testing can be traced back to the late 19th century.The pioneer of Intelligence Tests, Alfred Binet was the first one to construct the IQ test for assessing French students to identify which students need special assistance. He soon realized that a few students could solve much more advanced questions which an average student couldn’t. He then realized that various factors play a role in assessing the intelligence of a person which makes the term multi-dimensional. He then constructed the Binet-Simon test which was revised and given the name Stanford-Binet test which became the standard intelligence test in the U.S. Soon, many intelligence tests were formed for different groups of people. Psychologists started intervening the possible variables and Psychology tests like Wechsler Intelligence Scales, Raven’s Progressive Matrices, etc. 

Key Components of Intelligence Tests:

1. Verbal Comprehension: Assessing an individual's ability to understand and use language effectively.

2. Working Memory: Evaluating the capacity to temporarily hold and manipulate information.

3. Perceptual Reasoning: Measuring non-verbal reasoning and problem-solving skills.

4. Processing Speed: Gauging the speed at which an individual can process simple or routine information.

Types of Intelligence Tests:

Intellectual assessment includes the broad range of cognitive skills and processes as measured by major intelligence tests. For an intellectual assessment, there are various methods and tools available. It's important to note that intellectual assessments often measure cognitive abilities, problemsolving skills, and general intelligence. Here are a few commonly used assessments:

 IQ Tests (Intelligence Quotient): These tests are designed to measure intelligence. Examples include the Wechsler Adult Intelligence Scale (WAIS) and the Stanford-Binet Intelligence Scales.  Raven's Progressive Matrices: This non-verbal test assesses abstract reasoning and is often used to measure fluid intelligence.  Cognitive Abilities Test (CogAT): This test is often used in educational settings to assess a student's reasoning abilities in areas such as verbal, quantitative, and non-verbal domains.  Woodcock-Johnson Tests of Cognitive Abilities: This battery of tests assesses various cognitive abilities, including memory, processing speed, and problem-solving.  Miller Analogies Test (MAT): This test measures analytical skills and is often used for graduate school admissions.  Stanford-Binet Intelligence Scales: It provides a measure of intelligence and cognitive abilities, with different versions for different age groups.  Differential Ability Scales (DAS): This is a battery of tests designed to measure cognitive abilities in children and adolescents

Controversies and Criticisms:

Intelligence testing has faced criticism for various reasons, including concerns about cultural bias, socio-economic factors, and the limited scope of these tests in capturing the full spectrum of human intelligence. Critics argue that intelligence is a complex and multifaceted trait that cannot be adequately measured by a single test.

Personality Tests

Earlier, Phrenology (the measurement of the bumps on the skulls) was used to assess someone’s personality. A personality test evaluates our behaviours, emotions, behavioural and environmental traits, attitudes and even clinical disturbances in people. Each personality test is used to measure a certain variable or compare two variables. For example, adolescent emotional problems or psychopathologies are screened using The Minnesota Multiphasic Personality Inventory (MMPI-A). There are various versions of the MMPI depending on the sample type you want to test. 

Another unique type of personality test is the projective assessment. Very commonly used Projective assessments are the Thematic Apperception Test and the Rorschach Inkblot test. These projective psychological tests are formed to test the response of a person to a certain stimulus which elicits different hidden emotions, underlying thoughts or beliefs using pictures.

Here are the types of personality tests in psychology:

• Objective Tests of Personality: MMPI
• Projective Tests of Personality: Rorschach Inkblot Test, The Thematic Apperception Test

Measure behaviors, emotions, attitude, and behavioral and environmental characteristics.

Test names: Basic Personality Inventory (BPI), 16 Personality Factor Questionnaire.

For a personality assessment, one popular and widely used tool is the Myers-Briggs Type

Indicator (MBTI). It categorizes individuals into 16 personality types based on four dichotomies:

 Extraversion (E) vs. Introversion (I):

Focuses on where individuals direct their energy—outwardly toward people and activities or

inwardly toward thoughts and ideas.

 Sensing (S) vs. Intuition (N):

Reflects how individuals prefer to take in information—through concrete facts and details or

through interpreting and adding meaning.

 Thinking (T) vs. Feeling (F):

Examines how individuals prefer to make decisions—based on logic and consistency or

based on the people and special circumstances.

4

 Judging (J) vs. Perceiving (P):

Describes how individuals prefer to deal with the outside world—by planning and organizing

or by being spontaneous and flexible.

The combination of these preferences leads to 16 distinct personality types, such as INTJ

(Introverted, Intuitive, Thinking, Judging) or ESFP (Extraverted, Sensing, Feeling,

Perceiving). Keep in mind that while the MBTI is popular, it has faced criticism for not

being entirely scientifically robust.

Five-Factor Model:

Another widely used personality assessment is the Big Five Personality Traits, also

known as the Five-Factor Model:

 Openness to Experience:

Describes the extent to which a person is open to new ideas, experiences, and ways of

thinking.

 Conscientiousness:

Reflects how organized, responsible, and reliable an individual is.

 Extraversion:

Similar to the MBTI, it focuses on sociability, assertiveness, and the preference for

being around people.

 Agreeableness:

Measures how cooperative, compassionate, and trusting a person is.

 Neuroticism (or Emotional Stability):

 Examines how prone a person is to experiencing negative emotions such as anxiety and

anger.

Individuals are assessed on a scale for each trait rather than being categorized into

distinct types.

Acdemic assessment:

Academic assessment refers to the process of evaluating a student's learning progress,

knowledge, skills, and abilities in an educational setting. These assessments can take

various forms and serve different purposes, depending on the level of education and

specific goals of the assessment. Academic assessments are essential for educators,

administrators, and policymakers to understand and improve the effectiveness of

educational programs.

Types:

1. Formative Assessment: Conducted during the learning process to provide

feedback to both students and teachers, helping to identify strengths and areas that

need improvement.

2. Summative Assessment: Administered at the end of a learning period to measure

the overall knowledge and skills acquired by the student. Examples include final

exams, standardized tests, and end-of-term projects.

3. Diagnostic Assessment: Used to identify a student's strengths and weaknesses in

a particular subject or skill area. This type of assessment helps tailor instruction to

meet individual learning needs.

4. Norm-Referenced Assessment: Measures a student's performance in relation to

the performance of a larger group, often providing percentile ranks. Standardized

tests are an example of norm-referenced assessments.

5. Criterion-Referenced Assessment: Measures a student's performance against a

specific set of criteria or standards rather than comparing it to the performance of

others. This type of assessment is common in competency-based education.

6. Performance Assessment: Requires students to demonstrate their skills and

knowledge through practical tasks, projects, or real-world applications.

7. Portfolio Assessment: Involves the collection of a student's work samples over

time to showcase their achievements and progress.

8. Self-Assessment: Encourages students to reflect on their own learning, set goals,

and evaluate their progress.

Purposes of Academic Assessment:

1. Evaluate Student Learning:

   • Measure the extent to which students have acquired the expected knowledge and skills.

2. Inform Instructional Decision-Making:

   • Guide educators in adapting teaching methods to better meet the needs of their students.

3. Support Accountability:

   • Provide data for evaluating the effectiveness of educational programs and institutions.

4. Facilitate Feedback and Improvement:

   • Offer constructive feedback to students and educators to enhance learning outcomes.

Challenges in Academic Assessment:

1. Standardization vs. Individualization:

   • Balancing the need for standardized assessments with the recognition of individual differences.

2. Cultural and Linguistic Bias:

   • Ensuring assessments are fair and unbiased across diverse student populations.

3. Technology Integration:

   • Adapting assessment methods to harness the benefits of technological advancements.

4. Authenticity of Assessment Tasks:

   • Designing assessments that reflect real-world applications and challenges.
   • Employee assessment Employee assessment refers to the process of evaluating an employee's performance, skills, and capabilities within a workplace. It is a systematic and structured approach used by organizations to gauge the effectiveness and contribution of their employees. The assessment can cover various aspects, including job performance, skills, competencies, behaviors, and overall suitability for the role.

   • Elements:

   •  Performance Reviews: Regular evaluations of an employee's job performance against predefined goals and expectations.  Skills Assessment: An analysis of the employee's skills and competencies relevant to their job role.  360-Degree Feedback: A comprehensive feedback process that involves input from the employee, peers, subordinates, and managers, providing a holistic view of performance.  Self-Assessment: Employees reflect on their own performance, strengths, weaknesses, and areas for improvement.  Goal Setting: Establishing clear and measurable objectives for the employee, aligning them with organizational goals.  Development Plans: Identifying areas for improvement and creating plans for employee growth and skill development.  Performance Appraisals: Formal evaluations that often occur on an annual or periodic basis, where the employee and manager discuss performance, achievements, and future goals.

   • Purpose:

   •  Performance Improvement: Identifying areas for improvement and creating strategies for enhancing performance.  Career Development: Helping employees understand their strengths and weaknesses to plan for career growth.  Succession Planning: Identifying high-potential employees for future leadership roles within the organization.  Compensation Decisions: Providing a basis for merit increases, bonuses, or promotions based on performance.

Neuropsychological Tests

Neuropsychological testing refers to a number of tests that healthcare providers use to get information about how your brain works. Specially trained psychologists — neuropsychologists — look at the results to better understand the relationship between your brain health and behavior, and mood and thinking.

How does the neuropsychological testing work?

Your neuropsychologist may ask you to complete surveys about your mood and psychological symptoms before your testing appointment.

At the appointment, they’ll talk with you so they understand any concerns you and your family members might have about your cognitive (mental) functioning. They’ll also review your medical and psychological history and educational and work background. If a family member comes to the evaluation with you, your provider may also ask for your permission to interview them. And if your child is getting tested, the neuropsychologist will interview you both as appropriate.

This initial groundwork helps your neuropsychologist choose which tests to give you. A trained technician who works under the supervision of a neuropsychologist — a psychometrist — gives you the tests.

You’ll complete several tests for memory, cognition, verbal communication and motor skills. They typically involve:

• Writing or drawing.
• Solving puzzles or answering questions.
• Responding to things presented on a computer.

Most people find some of the tests to be quite easy and others to be difficult. You aren’t expected to get everything right and no one “fails.” The point of the testing is to identify your personal strengths and weaknesses. It’s important to work as hard as possible on all the tests so the results are accurate and helpful.

Finally, your healthcare team scores and interprets the results.

When is neuropsychological testing done?

Healthcare providers, like neurologists and primary care specialists, might want neuropsychological testing if they notice trends or changes such as:

• An unexplained change in personality, like an increase in anxiety or depression, the development of delusions or hallucinations.
• Changes in short-term memory, like asking the same question over and over.
• Difficulty communicating or interacting with others.
• Difficulty speaking or finding words.
• Difficulty drawing or using a map.
• Frequently losing items or getting lost easily.

What does a neuropsychological evaluation test for?

In a neuropsychological evaluation, your provider tests your mental functions, which may include:

• General intellect.
• Reading/reading comprehension.
• Your ability to use language and understand what others say.
• Attention/concentration.
• How much time it takes you to receive, understand and respond to information (processing speed).
• Learning and memory.
• Reasoning. 

Other assessments

o Achievement tests

Measure respondents’ intellectual interests, achievements, and cognitive abilities.

Test names: Woodcock-Johnson Psychoeducational Battery, Kaufman Test of

Education Achievement (K-TEA).

o Attitude tests

Measure views of respondents based on how much they agree or disagree with a

statement.

Test names: Likert Scale, Thurstone Scale

o Aptitude tests

Measure capabilities, skill sets, and projection of future success.

Test names: Visual Reasoning Test, Abstract Reasoning Test

o Emotional Intelligence tests

Measure emotional responses such as anger, sadness, happiness, and impulsivity.

Test names: Mayor-Salovey-Caruso El Test (MSCEIT), Emotional and Social

Competence Inventory

o Projective tests

Measure feedback from external influences to identify unrealized

emotions/conflicts.

Test names: Rorschach Inkblot Test, Thematic Apperception Test (TAT)

o Observation (direct) tests Measure immediate observable behavior; performed

in a laboratory, clinical, or natural setting

o Assessment of Intellectual Functioning (IQ)

Your IQ (intellectual quotient) is a theoretical construct of a measure of

general intelligence. It’s important to note that IQ tests do not measure

actual intelligence, they measure what we believe might be important

components of intelligence.

Behavioral Assessment

Behavioral assessment is the process of observing or measuring a person’s

actual behavior to try and better understand the behavior and the thoughts

behind it, and determine possible reinforcing components or triggers for the

behavior

Individual and Group Tests

There are several tests which are meant to be performed individually. Such tests are called individual tests and these tests are preferred for vocational guidance and counseling and clinical and diagnostic work with emotionally disturbed persons. As individual tests are more costly, therefore they are less used in the industry than group tests. An example of an individual psychological test can be the Stanford-Binet intelligence scale. On the contrary, some tests are usually designed for a purpose so that they can be administered to a large number of people in the industry. Examples of group tests can be the Purdue Vocational Achievement Test, the Adaptability Test, and the Wonderlic Personnel Test.

Aptitude Tests

As mentioned above, humans have certain abilities and specialities. A person who has a creative bent of mind might not necessarily have a calculative brain. Such different abilities and interests are tested using aptitude tests. It is used to predict the future scope of a person or test whether a person possesses a certain skill set. However, speaking of human complexities again, humans are incomprehensive and unpredictable in their ways which always leaves some room for ambiguity. Various aptitude tests are given to students and employees. Many capability tests also come under aptitude tests. (For eg.: Assessment of Edward who wants to become a police officer. For such an alert, courageous and risk-taking job, Edward must possess certain skills and abilities for being selected.) Some common forms of aptitude tests used are the Graduate Management Admission Test (GMAT), Graduate Record Examination (GRE), and Scholastic Assessment Test (SAT), amongst others.