Tool of the trade
Many companies rely on psychometric assessment tools whether as part of the recruitment process or for talent and career development. Kristie Thong gives a breakdown of the more commonly-used psychometric tools available in the market and weighs their pros and cons.
| | Cost | Tool description | Pros | Cons |
| DISC | $30 to 80 | The test has an ipsative (forced choice) format, and it tests a user's preference in word associations to classify four behavioural aspects: Dominance, Influence, Steadiness, and Compliance. | It is inexpensive, and one of the more common and widely-used personality tests used globally. | There is little elaboration and analysis beyond the test results. |
| Myer-Briggs Type Indicator | $60 to $80 | MBTI is both a career assessment and personality test, using an ipsative format to categorise user into one of the 16 different traits made from a combination of two attitudes: Extravert and Introvert, and four functions: Sensing, Intuition, Thinking and Feeling. | The test has good statistical accuracy and more practical applications. It also creates a comprehensive and personal profile report which is unique to the user. | It has a lower retention rate than the DISC. The results also do not make the nuances of personalities within each dimension explicit. |
| Facet5 | $150 to $185 for 6 reports ( for accredited users). An individual report costs $80 to $100. | The test uses a normative format and categorises the user under five building blocks of personality classified under 'Lo' or 'Hi': Will, Energy, Control, Affection, and Emotionality. | The test is quick, easy to understand and interpret, and it does not use jargon. It is available online for easy access. | Like most personality assessment tools, it has to be used with structured interviews and other candidate screening processes, and is more suitable for technical talent. |
| Harrison Assessment System | $1,500. | It uses an ipsative format strictly focused on measuring and cross-referencing 200 traits of work performance. | It is predicative, personalised and mostly accurate in evaluating personality, strengths and weaknesses. | The test has a low retention rate due to the many traits measured. It is also expensive and the user may over-rely on it to determine work abilities. |
Jimmy Png, HR director of One°15 Marina Club finds psychometric assessments useful as they provide information which may be difficult to ask for in an interview. One°15 Marina Club uses DISC assessments for senior executives, says Png. However,
David Walsh, group head of HR for MasterCard Asia Pacific Middle East & Africa region, says he does not use psychometric tools for pre-testing as "the number of psychometric tests' successes versus the success rate of the interview process is not materially evident". MasterCard only uses Myer-Briggs for talent development and key leadership programmes, usually for "developmental basis on the senior level".
Kok Ee Lan, Tüv Süd Asia Pacific's senior vice president of regional human resources who uses Facet5, says the profiling tool is only used for managers and higher levels as it is not cheap.
