Frequently asked questions
The BPS has produced FAQs for members of the public, psychologists, test users and organisations.
There is also special guidance on testing people with disabilities.
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Where a test is being used under the supervision of a Chartered Psychologist, it is the responsibility of the supervising Chartered Psychologist to ensure that good practice is followed and that the user has the competence necessary to use the test. Where restrictions or conditions are placed on the use of a test by its publisher, it is the Chartered Psychologist's responsibility to make themselves aware of those restrictions or conditions and to inform the trainee. The Chartered Psychologist is responsible for ensuring that all those using the materials under his or her supervision abide by the restrictions and conditions.
This text approved by the Professional Practice Board in 2007.
Most tests are sold directly by specialist test publishers and distributors. The majority of tests are restricted for sale to people with appropriate training and qualifications, such as Members of the Register of Qualifications in Test Use (RQTU). Details of many major test publishers can be found on the Test Publishers List.
The BPS publishes independent reviews of psychological tests. Test publishers can choose to submit a test to the BPS for review, and the independent review process is carried out by the BPS Testing Standards Committee. The reviews are available on this website. Members of the Register of Qualifications in Test Use (RQTU), Chartered and Graduate BPS Members can download full and unlimited test reviews for free. To access reviews please visit the searchable directory of Test Reviews.
Members of the Register of Qualifications in Test Use (RQTU) can promote their services as test users in the ‘Find a BPS qualified test user offering testing services’ area of the website. An application form can be found on the page 'Information for current qualification holders'.
To offer training courses which lead to eligibility to receive the BPS qualifications in test use, training course providers can apply through the Verification process.
Training courses are offered independently, and queries should be raised directly with the course director in the first instance. Training courses leading to eligibility for the BPS qualifications in test use and entry on to the RQTU are offered by Chartered Psychologists who have undergone a process of verification. The aim of the verification process is to ensure that quality standards are maintained in the assessment of candidates. Verifiers do not address the candidate’s training. Instead they focus on the quality of assessment methods used to ensure that the end result is comparable from one Verified Assessor to another, irrespective of the training route the candidate has taken.
Chartered Psychologists have to abide by the BPS’s Code of Ethics and Conduct. If you wish to make a complaint on the grounds of professional misconduct the BPS has a complaints procedure, details of which can be found on the British Psychological Society website.
Most large organisations use tests of some description in both recruitment and development. In particular, if you are a graduate or manager applying for a job you can expect to undergo some form of psychometric assessment over the course of your career. Many smaller companies will use psychometric tests only for more senior appointments where making the wrong selection decision can have more significant consequences for the organisation.
In a selection context tests are used to help organisations choose between candidates. In a development context, tests are used to highlight candidates’ strengths and development areas. Maximum performance tests (tests of ability, attainment or aptitude) are more often used in a selection context, while typical performance tests (personality tests) tend to be used equally in selection and development.
Can an employee be made to take a test by a consultant working for his company? Has the employee the right to refuse to take a test? What rights has an employer to discipline an employee who refuses? Is an employee entitled to feedback if the outcome of the test is likely to affect his career/employment?
It would be inappropriate for this website to provide legal advice, therefore for definitive information about employment law you should consult a legal expert. In general what an employer can ask of an employee is determined by the contract of employment, although a contract cannot usually overrule legal rights and requirements under employment law. You should have received a written copy of your contract and any staff handbook of company policies and procedures. It would usually be expected that an employee comply with the employer’s procedures such as staff appraisal and development. Refusal could therefore invoke the disciplinary procedure. If you have concerns that the testing is being used unfairly - particularly in making important decisions such as redundancy or promotion - you may be able to take a legal challenge through an employment tribunal.
f you do have concerns about the way tests are being used in your organisation you should try to discuss these with your manager, someone from the HR department, or the external consultant in the first instance. Whenever you are asked to complete a test or questionnaire you should receive a clear explanation of what the test is, why it is being used and what will happen with the results. You can check the BPS Register of Qualifications in Test Use to see whether the person administering the tests has an appropriate qualification. A Chartered Psychologist could provide advice on whether the particular tests and the way they are being used are appropriate. This site provides reviews of many different tests, although these are written for qualified test users and do require some technical knowledge to fully understand.
It is always good practice in any testing procedure to provide participants with feedback on their results. Where these are held on file you can make a subject access request under the Data Protection Act to see the results if your employer refuses to provide feedback on request.
Estimates suggest that some 16% of the working age population in the UK have a disability. Therefore, when assessing people for employment using psychometric tests there is a growing likelihood that an individual with a disability will be one of the applicants. In this situation it is imperative that the user balances proper standardised test administration with the need for effective assessment of someone with a disability and the requirements of the Equality Act 2010. This requires knowledge of relevant disability issues, knowledge of testing, appropriate testing policy, procedures and processes and a flexible approach.
It is not necessary for a test user to be expert in all these areas as long as correct processes are in place for accessing appropriate expertise if and when it is needed. This requires some preparation when an assessment process is set up. This should cover the following areas:
- Ensure that test policy covers reasonable adjustments to testing processes for candidates with a disability
- Provide appropriate training for all test users and other recruiters
Make sure test procedures are appropriate and particularly that:
- Candidates with a disability know who to contact regarding requests for reasonable adjustments
- Test administrators know what to do when a request for adjustments is received
- Provide a list of contact details for relevant experts, advisors, special equipment etc.
With these in place, the test user should be able to deal effectively with requests for adjustments as and when they occur.
There are many sources of advice and information available concerning both disability generally and test use for people with disabilities. More information around testing people with disabilities can be found in the Guidelines on testing and test use page of this website.
Most test publishers provide advice on adapting their tests and some can also provide alternative format materials (e.g. tests in Braille). Many will provide free guidelines on the subject. There are organisations that provide information and support for people with specific disabilities as well as organisations that deal with more general disability issues, or specialise in employment issues. They are often good sources of information on obtaining equipment or specialists such as sign language interpreters. There are a number of psychologists with expertise in both testing and disability who can provide advice and consultancy in both general testing matters and with specific candidates. Please see the BPS Directory of Chartered Psychologists.
Search the BPS Directory of Chartered Psychologists for psychologists offering test development services. Enter the words ‘test development’ in the box marked ‘What is the issue?’ and a list of psychologists offering this service will display.