Frequently Asked Questions

Yes and no. If you are being assessed on a specific ability then yes there may be a correct answer to the question. If you are doing a personality or interest questionnaire for instance, then no, there cannot be a right or wrong answer as there are no right or wrong preferences. However, regardless of the type of assessment, we should never see the results as a “pass” or “fail”. Rather, information obtained should be seen as an opportunity to identify areas of development and grow as individuals.

Although the word “assessment” may sometimes make us think of traditional tests, it is not generally something we can prepare for beforehand because we may not always know what is being assessed. That being said, we can however ensure that we have a good night’s rest and have a healthy breakfast before taking an assessment so that we feel at our best.

Simply put, assessment results give back what you put in. If you have been truthful and honest in answering the assessment, the results are likely to be as you expected. If they are not, perhaps ask yourself if you may have been distracted whilst doing an assessment, or if there may be another reason why you feel that the results are not true for you. This can always be discussed with your assessment practitioner in a safe space.

Psychometric Assessments provide information about important psychological concepts. If an assessment has not been properly developed, it may provide you with false information and cause more harm than good. Assessment can be a long process.

The answer is no! A Registered Psychometrist undergoes extensive training and certification to attain expertise and ability. Hence, they know how to design and select assessments for the role being considered and use the right approach to assess results. However, there is no shortage of free aptitude tests available online. Unfortunately, these may not be conceptualized with the same rigor as an assessment created by registered professionals, and the results and analysis they offer may not be reliable. HR professionals, recruitment specialists, and job seekers should keep in mind that psychometric testing is a restricted and highly regulated activity, for good reason. Only someone registered with the HPCSA, after obtaining an honors degree in psychology, and completing an internship, may select, administer, score, interpret and provide feedback on psychometric test results, computerized or not, in the same way, and using the same legislation, that only a medical professional may practice medicine with a medical license. Several pieces of legislation govern the field of Psychometry, including the Health Professions Act of 1974, the Labour Relations Act and the Employment Equity Act. Any person being tested with any psychological instrument for any work position, by anyone, is entitled and encouraged to request that the tester provide proof of registration with the HPCSA before being assessed. Without such proof, assessment should be declined.

PLEASE NOTE:
• Jacqueline Nienaber Registered Psychometrist reserves the right to cancel an activity or workshop in the unlikely event of insufficient interest.
• The workshop requires a minimum number of attendees and might be cancelled if minimum registration is not achieved.
• Please note that refunds will only be given if the workshop is cancelled or moved by the presenter.