What is reliability in psychometric testing?
The definition of reliability of psychometric tests is whether it will measure the same thing consistently. While it’s a pretty simple concept in theory, it’s tougher to measure in practice.
There are quite a few different ways to test the reliability of a psychometric assessment, each offering a different ‘type’ of reliability.
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Psychometric Testing Guide
Types of reliability in psychometric tests
1. Test-Retest Reliability In Psychometrics
This is where you get someone to take a test twice in quick succession, and see similar results both times. As you can imagine, if the results vary wildly, then the assessment isn’t hugely consistent or reliable.
2. Parallel Forms
This is when you compare two different psychometric assessments, each based on the same content. There are three steps to this process:
- Testers pool lots of test ‘items’ together (e.g. questions, or tasks in the case of our behaviour-based assessment)
- They’ll randomly split the pool into two different psychometric tests.
- They’ll give both tests to the same people, on the same day, and check for similar results.
3. Internal Consistency Reliability
Because most tests aim to measure certain traits multiple times, it’s important that they do this consistently across different items. That’s what ‘internal consistency reliability’ measures. When we're looking for reliability in psychometric testing, there’s no point having an assessment that measures certain traits unevenly throughout!
4. Inter-Rater Reliability
This is where several independent judges score a particular test, and compare their results. The closer the comparison, the better the inter-rater reliability.
This can be done in two ways:
- Each judge scores each ‘item’ in an assessment – perhaps on a scale from 1-10. Then, you can simply compare these scores and see if there’s any correlation.
- Each judge categorises each observation made by a psychometric assessment. Then, you can check for the percentage of ‘agreement’ between them. If they agree on 5 of 10 observations, for example, you’d say the assessment has an inter-rater reliability rating of 50%.
Why is psychometric reliability important?
Just as it’s difficult to trust an unreliable person, you’d have a tough time relying on the results of an unreliable psychometric assessment. Think of it this way: if an assessment throws up different results every time, which result should you put your faith in? An unreliable assessment, ultimately, makes it harder for you to see true potential – not easier.
Did you know?
If you're using an unreliable assessment to help your hiring processes, you might actually be having a negative impact on time to hire, turnover rates and bias reduction - potentially costing you more money in the long run. It's important to make sure your processes are working to help you in the pursuit of skills-based hiring, not hinder you!
Validity and reliability in psychometrics
Reliability in a psychometric test is vital. But reliability doesn’t make a test valid. This can feel quite confusing, but, in short, a valid assessment measures what it says it does. So, if you think about it, you could have a test that consistently fails to measure whatever it says it will…
For a bit more on validity in psychometrics, jump to our glossary article here.
Psychometric reliability FAQs
Psychometric reliability is a tricky topic to understand, and we won't blame you if you can't take it all in at once! We've written some easily digestable answers to frequently asked questions on the topic below.
> Are psychometric tests reliable?
Psychometric tests are considered reliable when they consistently produce the same results under consistent conditions. This consistency is crucial for ensuring the accuracy and dependability of the assessments.
> What are the four types of psychometric reliability?
The four main types of psychometric reliability are test-retest reliability, parallel forms reliability, internal consistency reliability, and inter-rater reliability. These ensure a test produces stable results over time, remains consistent across different versions, has reliable internal measurements, and yields the same outcomes regardless of the evaluator.
> What is the meaning of psychometric validity?
Psychometric validity refers to the extent to which a test accurately measures what it purports to measure. In other words, a test is valid if it assesses the specific construct, trait, or ability it claims to evaluate.
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