Psychometric tests are pretty common when you're applying for jobs. In theory, they make it easier for companies to screen candidates. For autistic people/ADHDers like me, they feel torturous. If you're neurodivergent, you might be wondering how to deal with those strange rotated shape problems. This article won't necessarily help you excel at the tests but it will give you some ideas on how to bypass them.
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What Exactly Are Psychometric Tests?
Psychometric tests are standardized assessments used to measure an individual’s cognitive abilities, personality traits, and behavioral styles. These tests aim to give employers a glimpse into a candidate’s potential fit for a specific role.
Types of Psychometric Tests
Psychometric tests typically fall into two categories:
- Aptitude Tests: These tests focus on skills and abilities directly relevant to a job, such as numerical reasoning, verbal reasoning, and logical thinking.
- Personality Tests: These assessments evaluate behavioral style and personality characteristics such as teamwork, leadership potential, and stress management.
Think of these tests as puzzle-solving activities that reflect specific thought patterns or problem-solving approaches.
However, research indicates that autistic individuals may approach these puzzles with strategies different from those anticipated by the test creators (Baker, 1983).
This difference highlights the diverse ways individuals, especially those with autism spectrum disorders, navigate challenges, rather than indicating a lack of ability.
The Argument for Psychometric Tests in Employment
Many companies believe that psychometric testing helps predict future job performance and assists in identifying suitable candidates for specific roles. Additionally, companies see the standardized nature and efficiency of psychometric tests as valuable for filtering through large numbers of applicants.
Are Psychometric Tests Really Effective for Everyone?
While psychometric tests can be valuable tools in some situations, increasing evidence suggests they don't consistently yield accurate results for autistic people (Nicolaidis et al., 2021).
Autistic individuals often exhibit unique ways of processing information and communicating, potentially impacting their test performance.
This difference in processing and communication can result in misunderstanding test instructions, experiencing sensory overload in the testing environment, and finding abstract, timed questions challenging. For many autistic individuals, these tests assess performance in an artificial, high-pressure setting, which may not reflect real-world job performance.
Fairness Concerns: A Key Issue with Psychometric Tests
Psychometric tests often prioritize swift compliance over meticulous accuracy, mirroring neurotypical cultural norms (Pareto Principle). This emphasis on speed can disadvantage autistic people who excel as detail-oriented thinkers. The common practice of setting tight time limits on psychometric tests reinforces this bias.
These time constraints pressure test-takers to choose a "good enough" answer quickly rather than thoughtfully considering all options. Consequently, autistic individuals, who may thrive in environments that value accuracy and thoroughness, might face unfair disadvantages in timed testing scenarios.
This situation underscores a crucial concern: standardized psychometric tests, by favoring certain cognitive styles, may not accurately assess the capabilities of individuals with autism or those who don't align with neurotypical norms.
Beyond Standard Tests: A Call for Alternative Screening Methods
Recognizing the limitations of traditional psychometric tests, there's growing awareness of the need for more inclusive hiring practices. This shift in perspective highlights the unique skills and strengths autistic people can bring to the workforce.
Companies are increasingly exploring alternative methods to assess job applicants, ensuring a more equitable and accurate evaluation of candidates' abilities:
These alternative methods emphasize evaluating actual skills and experience, minimizing the potential disadvantages faced by autistic individuals during traditional psychometric testing.
Navigating Psychometric Tests As an Autistic Person
It's completely understandable to feel stressed about psychometric tests, especially as an autistic person. These tests, already challenging, become even more difficult when combined with the sensory sensitivities and social communication differences often experienced by autistic individuals. Remember, you're not alone in feeling this way.
Don't Mask Your Authentic Self: Communicate Your Needs
Instead of trying to fit into a neurotypical mold, embrace your authentic autistic traits. Masking your true self adds unnecessary pressure. Consider these practical steps if you’re concerned about psychometric tests:
- Inform the company about your autism diagnosis. Inquire about accommodations such as a quiet testing room or extended time limits (WFIRS-S). Open communication can make the testing process more manageable.
- Prepare in advance to familiarize yourself with different test types. Use practice tests like the RBQ-2A and online resources to build confidence. Explore books that offer valuable guidance on psychometric tests and job interviews, specifically addressing the needs of autistic individuals.
- Keep in mind that these tests represent just one aspect of the hiring process. Employers also consider your experience, references, and overall suitability.
The conversation surrounding inclusivity in the workplace is gaining momentum. Autistic individuals are advocating for fairer hiring practices and raising awareness about the challenges posed by standardized assessments. This collective effort is leading to a better understanding of neurodiversity and its value in professional settings.
FAQs about psychometric tests autism
What are the psychometric tests for autism?
While some tests can indicate the possibility of autism, it's important to remember that no single psychometric test can definitively diagnose autism. For example, the Autism Spectrum Screening Questionnaire (ASSQ) acts as a screening tool to flag the potential presence of autism. However, an accurate diagnosis requires a comprehensive evaluation by a qualified healthcare professional (Blau, 1985).
What psychological tests are used for autism?
Clinicians rely on a multi-faceted approach to assess for autism, encompassing developmental history, observation, and behavioral assessments. While psychological tests like the Autism Diagnostic Observation Schedule (ADOS) and the Autism Diagnostic Interview-Revised (ADI-R) play a role, they're not the sole determinants in the diagnostic process.
While screenings like the ASSQ can suggest the possibility of autism, a score indicating potential ASD necessitates further assessment by a professional. Comprehensive evaluation remains crucial for accurate diagnosis.
Can psychometricians diagnose autism?
While psychometricians possess the qualifications to administer tests, they may not have the expertise to make a formal autism diagnosis. A score of 51 or higher on the ASSQ, for instance, merely signals a potential need for further evaluation by a specialist, not a definitive diagnosis (ASSQ). A psychologist or psychiatrist specializing in autism spectrum disorders is usually the appropriate professional to conduct a thorough assessment.
What is the most accurate test for autism?
Rather than seeking a single "most accurate" test, focusing on a comprehensive evaluation involving various measures and observational methods is essential. While screenings like the Empathy Quotient (EQ) Test can be helpful, the gold standard for autism diagnosis typically includes observational assessments such as ADOS, developmental history interviews, and potentially additional questionnaires.
On the EQ test, 81% of previously diagnosed autistic people scored 30 or lower, while most neurotypical males scored 42 and neurotypical females 47. This data underscores that while the EQ test might reveal potential indicators, it doesn't definitively diagnose autism. Further professional assessment remains necessary (Empathy Quotient).
Conclusion
The dialogue surrounding psychometric tests autism, particularly their fairness and effectiveness in assessing autistic individuals, is ongoing. Ideally, we'd live in a world free from potentially biased job tests; however, that might not be immediately realistic. By advocating for reasonable accommodations, communicating your needs clearly, and finding alternative avenues to showcase your skills, you contribute to a crucial conversation about inclusivity and neurodiversity in the workplace.
Hi I'm Jeremy, and I understand the challenges of living with ASD and ADHD.
