The following links provide technical and validity information about The McQuaig Psychometric System.
Major psychometric instruments in the UK should be registered with the BPS and PTC to prove it passes all the benchmarks laid down by the European Federation of Psychologists Association (EFPA).
Test Registration provides members of the public with a means of distinguishing genuine psychometric instruments from other less rigorous and objective instruments. This also includes other forms of assessment that do not meet the minimum criteria necessary for classification as a psychometric instrument.
The Psychological Testing Centre (PTC) was originally formed to consolidate activities in Psychological Testing. It includes:
- Educational and Clinical testing
- Publishing and dissemination of advisory statements in addition guidelines and other literature on standards for the construction, use and availability of tests
- The training requirements and qualifications of test users are considered.
The McQuaig System in the UK
Here you will find all the technical information you need about the McQuaig Psychometric System.
Technical Overview download here (pdf 121kb)
McQuaig Full Technical Manual download here (pdf 540kb)
A comprehensive report on studies undertaken into The McQuaig Word Survey® and The McQuaig Job Survey®, including summary tables, which illustrate their validity. Word Survey Competency Analysis download here (pdf 33kb)
An examination of the psychometric properties of The McQuaig Occupational Test®. MOT Validity Study download here (pdf 41kb)
This could get long and complicated! Put simply, psychometrics are a set of techniques used to ensure, among other things, that:
- You are actually testing what you think you are testing. A written test of mathematics should be testing maths, not writing for instance.
- Your test gives the same results if it’s given to the same person twice or administered by different people
- It’s fair to everyone
- You know how accurate the measure is and how far you can depend on it. No measure – whether of your height or your profit is 100% accurate (just ask an accountant about the latter). Sometimes this can be significant.
Psychometrics allow you to weigh up the accuracy of your decision.
History of Psychometrics
Testing for proficiency dates back to 2200 BC China, when the Emperor would make use of gruelling fitness assessments for his prospective warriors.
Modern psychometrics have their roots with Charles Darwin’s cousin, Sir Francis Galton, who lived from 1822 to 1911, and was fascinated by individual differences. It was Sir Francis who showed that objective testing could provide meaningful scores.
Another pioneer was James Cattell, who first coined the term ‘mental test’ in 1890. Fifteen years later, Alfred Binet introduced the first modern intelligence test.
Psychometric testing rose in popularity throughout the twentieth century, and today a psychometric test is best described as a ‘standardised assessment’ which looks at human behaviour and describes it with scores or categories.
There are some tests that assess intelligence, and others which test capability or personality traits. Cognitive, sensory, perceptual or motor functions can also all be assessed with psychometric testing.
These days, many employers make extensive use of these assessments, especially online psychometric tests, and especially when recruiting graduates in whom they will be making a substantial investment.
The McQuaig Psychometric System has been continually developed for over 40 years. It is one of the most established and researched psychometric systems available for business.