Psychometry is the science of measuring the psychological characteristics of individuals. It is dedicated to testing, their construction and their use. Who is she talking to ? Why and how to perform a psychometric test? And for what results?

The term psychometry comes from the Greek words psyche which means spirit and metron which means measure. Psychometry refers to the measurement of the psychological characteristics of individuals. It corresponds to the field of study which concerns the theory and methodology of construction and use of scales for measuring mental characteristics such as:

• the knowledge ;
• personality traits;
• components of cognition such as language, intelligence or memory;
• behavioral trends.

It consists of the quantified, objective and calibrated evaluation, using psychometric instruments, of individual differences such as intelligence, extraversion or anxiety. It includes mental tests, rating scales and lists of diagnostic criteria.

A test can be qualified as “psychometric” insofar as it is standardized, has standards and has been the subject of scientific validation studies. Unlike assessments that are based on subjective perceptions, psychometric tests allow us to study the characteristics and differences between individuals or groups of individuals, based on an objective statistical approach. Calibration makes it possible to situate each person in relation to their reference group on the basis of certain criteria such as sex or level of study.

In children and adolescents

A psychometric test can be useful for screening and diagnosis:

• intellectual precocity;
• a general delay in cognitive functions.

A teacher may thus be required to ask parents to have their child performed a psychometric test in order to:

• facilitate decision-making as to orientation, repetition or skipping a class;
• help him if he experiences academic and / or learning difficulties: academic delay, difficulties in logical reasoning, organization, memory, attention and concentration problems, restless behavior, boredom at school, etc.

Beyond the concrete answers on the psychic structure of the child, this test helps to understand, anticipate and adapt. In particular, it allows:

• explain the lags and differences that characterize the child. Finally understood and considered “normal”, it will be reassured, the test having identified its peculiarities to better learn to use them;
• to better understand the capacities of the child, to identify his strengths and weaknesses with great precision, and thus enable him to better face the difficulties linked to his personality;
• to better understand their child, to live better on a daily basis with their behaviors considered inappropriate until now, and sometimes even to reveal to certain parents similar difficulties encountered during their own childhood;
• anticipate the impact of hypersensitivity often associated with children with High Potential (HP) and Intellectually Precocious Children (EIP);
• to decipher the functioning of the attention, planning and flexibility capacities of the child, especially in the cases of those suffering from attention deficit disorder with or without hyperactivity (ADHD).

In adults

The purpose of a psychometric assessment is to gain a better understanding of a person’s basic skills such as:

• her personality ;
• his motivations;
• his reasoning;
• his emotional intelligence, etc.

In this case, this evaluation can be used during a recruitment process but also in internal evaluation, in order to better predict the behavioral tendencies and the potential of a person.

In France, only psychologists and neuropsychologists experienced in this field are authorized to conduct, analyze and interpret psychometric assessments. Neither psychiatrists nor therapists are authorized to offer this type of test to their patients.

The psychometric assessment consists of 2 to 3 consultations:

• the first appointment is an initial interview. During this exchange, the psychologist asks a series of questions to the two parents, whose presence is strongly recommended. They will provide answers on the reasons for the process, the history of the child, his difficulties, his disorders as well as the objectives of the test;
• the second meeting is devoted to the tests of the assessment of intellectual efficiency. Several capacities (memory, logic, concentration, abstraction, etc.) are tested in the most favorable conditions possible, for a result up to the child’s potential;
• a restitution interview, on the occasion of a third meeting. The results are accompanied by an oral and written report, so that parents have all the resources and knowledge necessary to properly take charge of their child’s profile. This report can also be given to doctors, teachers or other stakeholders, who would have recommended doing this report.

The assessment comes in several forms depending on the age of the patient and the most commonly used scales are those of Wechsler which allow a statistical evaluation of cognitive skills (memory, concentration, abstraction, etc.):

• the WPPSI (Wechsler Preschool and Primary Scale of Intelligence): preschool version developed for children aged 2 and a half to 7 years and 3 months;
• the WISC (Wechsler Intelligence Scale for Children): version developed for children of school age, from 6 years to 16 years and 11 months;
• the WAISC (Weschler Adult Intelligence Scale): version designed for adolescents and adults, from 16 years to 79 years and 11 months.

Unlike aptitude tests, which usually have right or wrong answers, psychometric personality assessments broadly do not have right or wrong answers. Natural reflexes reveal who a person really is. The results of psychometric tests do not allow, in the context of a recruitment process for example, to detect good or bad profiles. They shed additional light on the other available sources of information, such as reading a CV, observing results in the field or the assessments of former managers. Psychometric tests can help reduce the risk of error, whether in the context of recruitment or mobility. They provide reliable clues on the strengths and weaknesses of a candidate and help inform decisions while avoiding cognitive bias. However, the results of a test alone cannot serve as a basis for decision-making and must be part of an overall assessment of a candidate’s potential in relation to a given position.