Psychometrician
Også kendt som: Psychometrist · Assessment Scientist · Test Development Specialist
Develops and researches tests and questionnaires, establishes reliability and validity and sets norms for responsible use.
The psychometrician builds and maintains the measurement instruments behind selection and development advice, from item analysis to norming and testing for bias between groups. Unlike the data scientist, the subject is not behaviour in the data but the quality of the measurement itself, and unlike the assessment psychologist this role gives no individual advice. Selection looks at statistical background, while the failure point is explainability: an instrument must also be traceable and defensible for recruiters, works councils and candidates.
Kompetencer, der skal måles
Dette er adfærds- og kompetencekonstruktionerne i denne profil. Hver enkelt viser, hvilket spørgeskema i hrmforce der måler den.
| Kompetencer, der skal måles | Målniveau | hrmforce instrument | Evalueringsmetode | Adfærdsmæssigt anker på målniveau |
|---|---|---|---|---|
| Numerical reasoning Knockout | N5 | Ability Scan | Cognitive ability test | Sees in complex number series which assumptions determine the outcome and sets the calculation logic that others in the organisation follow. |
| independence Kompetence (50-rammeværk): Independence | N5 | Big Fifty, 15PF | Personality questionnaire | Protects own professional judgement against pressure from stakeholders in senior forums and makes dissenting positions traceable and explainable. |
| Curiosity and exploring Kompetence (50-rammeværk): Learning Ability | N4 | Big Fifty, 15PF, Motivation | Personality questionnaire | Gathers information on new methods outside the own team and brings findings into the work meeting unprompted. |
| Dealing with ambiguity Kompetence (50-rammeværk): Flexibility | N4 | Big Fifty, Mental Resilience (4C), Competency Check | Situational Judgement Test | Formulates explicit assumptions when information is missing, proceeds on that basis and revises the approach once new data arrives. |
Kort profil
De ti vigtigste kompetencer i denne profil. Den fulde profil med alle kompetencer, adfærdsmæssige ankerpunkter og vurderingsmetoder findes i downloadfilen.
| T | Kompetence | Målniveau | Vægt | Knockout | Evalueringsmetode |
|---|---|---|---|---|---|
| A | Numerical reasoning | N5 | 5 | ja | Cognitive ability test |
| V | Data analysis | N5 | 5 | ja | Work sample test |
| K | Basic statistical interpretation | N5 | 5 | ja | Knowledge test |
| V | Psychometric analysis | N5 | 5 | ja | Work sample test |
| K | Assessment and selection methodology | N5 | 5 | nej | Certificate or diploma |
| V | Recognising AI risk and bias | N4 | 5 | nej | Work sample test |
| V | Critical thinking and source evaluation | N5 | 4 | nej | Work sample test |
| V | Visual communication and data storytelling | N5 | 4 | nej | Work sample test |
| G | independence | N5 | 4 | nej | Personality questionnaire |
| V | Instructing and explaining | N5 | 4 | nej | Work sample test |
Se alle 27 kompetencer i den fulde profil
Vurderingsværktøjer til denne stilling
Work sample test
Representative work sample under standardized conditions
Knowledge test (client-specific)
Professional knowledge test, customized for each client
Competency Check
Behavioral-Level Competency Assessment
Portfolio
Evaluation of prior work against fixed criteria
Ability Scan
Aptitude Test: Verbal, Numerical, and Abstract Reasoning Skills
Big Fifty
Personality questionnaire, 150 items, 25 factors
Structured interview
Behavioral interview with a fixed structure
15PF
Personality Profile, a shorter alternative to the Big Fifty
360 Feedback
Multiple assessments based on behavioral anchors
Motivation
Drivers and sources of motivation
Mental Resilience (4C)
Mental Resilience According to the 4C Model
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