Where does the assessment go? New Trends in the World

This time I’m determined to keep the writing short. It is clear that none of us have the opportunity to read long prologues.

First of all, let’s take a look at what do we mean by assessment and evaluation. We talk about the general methods and tools used to measure the suitability of people in the work environment.

We all know the history of classical assessment and evaluation practices. Beginning in the early 1900s, the foundations of psychometry began, the first standardized intelligence test was published in the early 1900s, special for war pilots and soldiers in World War I, then comes the World War II, Eysenck, Cattell, Five Factors and here we are!

Even when we look closely at this sketchy draft timeline, we see that the axis, which is actually followed for a century, is always the same and that the change remains in detail. So there were always personality inventories and intelligence tests (mental capacity), they still are. The only changing thing is; we are measuring personality with a different model.


Of course, since the starting to use of the computer and the internet in the 90s, these measurements captured the extremely low error margins, near-perfect validity and reliability results.

For example, the adaptive measurement technique revolutionized the measurement of mental capacity and continues to have a strong impact. Do you want an example, let me share one: Adapt-g

And what awaits us next?

Let’s start by saying this; The computer-based, classical psychometric measurement-evaluation methods will continue to be the mainstream in the future that appears. No doubt about this, let’s put it in our pocket.

Today’s subject matter is the new alternatives that will appear in future new trends. When we look at it closely, two alternative methods stand in its infancy:

  1. Psychometric Games (played through smartphones)
  2. Internet footprint-based psychometric measurement assessment

Psychometric games usually include competency-based personality measurements and mental capacity measurements that measure candidates’ suitability to any position by playing online games, usually through smartphone applications. It is mainly used for recruiting new graduates.

Internet footprint-based psychometric evaluation is based on measuring the personalities of individuals by following the traces they leave on the Internet (tweets, favorites, status updates etc.).

It can be said that psychometric games are more prominent between these two methods. Because this method has now been moved to a practical level (Click here for an example: Deloitte Project). The Internet footprint-based psychometric evaluation has not yet been put into practice. In other words, we have no concrete data on whether it can work in practice or not. This is an important limitation.

The biggest claim of psychometric games is to make boring psychometric test applications fun. This is important for generation Y and later. One of the benefits of this will be a positive contribution to the employer brand. For this reason, HR departments can have a share from the budget of the other departments like marketing, sales, corporate communication and so on. While classical psychometric measurements ask people how they are, psychometric games tell the person to “go!” and they measure this.

In this respect, they also claim to significantly reduce the risk of manipulation and faking. So, doesn’t the method have potential problems? Of course, there is; and at a very critical point. The biggest criticism of this method is psychometric validity and reliability. Moreover, since these are generally structural problems, it is not easy to resolve them permanently. There are a lot of ways to go in this direction and they need time for this.

Measurements based on the internet footprints claim to make personality measurement using the online data. This is a new trend in different sectors. For example, there are systems that diagnose diseases from traces you leave on the Internet. It is both scary and excited at the same time. The biggest problem with this method is the personal security and confidentiality as well as cultural differences. On the one hand, the ethical boundaries of psychometric measurement of people by following these footprints are more likely to create an important discussion in the future, on the other hand the growing sensitivity of Internet security and privacy, an ever-increasing trend in the world, is expected to reduce access to hidden footprints (at least legally) and the power to do psychometric analysis.

For example; if you spend 30% of your time on the internet as an anonymous Twitter user how do you think the systems that claim to make this measurement can include the comments you make here because of your anonymous identity? Especially when VPN is used. I’m not even talking about the big problems about people who prefer not to be on social media, the intercultural differences, and the changing language algorithms. For all of these reasons, I think that this method cannot be a standard HR practice but can be used for government or intelligence agencies. Let’s gather the bride; Recently, two alternative methods have emerged in business-oriented psychometric measurements, but psychometric games are an unquestionably stronger alternative than their competitors. This method can be a powerful alternative to recruitment and internship programs, especially for young people under 26-28 years of age. However, classical assessment centers will not be suitable for use in evaluating all positions other than entry level or executive evaluations.  Of course, this method has to go a long way in terms of adapting to the psychometric values and providing the international criteria in this direction. You can participate in a very entertaining personal development training, you can laugh and have fun in education, but this does not mean that the training that you receive creates the intended behavioral change. Just like this; people having fun while filling the test does not guarantee the measurement is correct. It is critical to meet the international psychometric standards set out for this and this is an issue that should be considered with utmost care.