Force launches Psychometric Test
for recruitment selection
Following a yearlong joint effort by the Psychological Services Group (PSG) and Recruitment Division, the Psychometric Test has been formally incorporated into the recruitment selection process with effect from April 1.
Recruitment Division Superintendent (SP) Simon Ho recalled that the Force management endorsed early last year the use of Psychometric Test in recruitment selection. This initiative will help identify and recruit psychologically resilient and effective applicants whose personal values align with Force values, thus improving police services to the community.
Personality and Cognitive Evaluation Programme
PSG Police Clinical Psychologist (PCP) Ingrid Mak, one of the pioneers of the unprecedented test project, elaborated that the Psychometric Test, introduced through a Personality and Cognitive Evaluation Programme (PerCEP), is administered by PSG in three phases: (a) system calibration during which a norm is collected from a randomly selected sample of police officers; (b) implementing the Test in the recruitment process; and (c) reviewing the effectiveness of the project on a continuous basis.During the first phase, a stratified sample of 1,500 serving police officers were randomly drawn and invited to participate in the system calibration on an anonymous and voluntary basis. A total of 1,129 police officers, at the ranks of Recruit Police Constable to Superintendent, took part in the norm collection exercise between August and October last year. As a result, a comprehensive police norm was eventually completed to serve as a reference for the recruitment process.
PCP Mak pointed out that the Psychometric Test would be conducted through three sets of paper-and-pencil test, taking about three hours to complete. There is no need for Police Clinical Psychologists to interview the applicants taking the Test.
SP Ho added that the Psychometric Test also serves to strengthen the recruitment selection by providing additional information on the applicant's cognitive abilities, emotional resilience and personality traits to the Final Interview Board (FIB). There is no pass or failure for the Test. It will not be used as a tool to screen in or out a candidate and will only be used as a reference. The FIB will continue to assess a candidate's competencies such as leadership, communication skills, judgment, motivation, and general knowledge as displayed throughout the selection process in deciding their suitability for the job.
As the results of the Psychometric Test are subject to changes over time, they are valid for one year from the date of taking the Test. Personal data generated from the Test will be destroyed 12 months after the selection exercise.
Getting ready
According to PCP Mak, PSG ran two briefing sessions earlier this month for all FIB interviewers, including FIB Chairpersons and Side-board Members, and other stakeholders. The briefing aimed at giving the officers an understanding of the Psychometric Test mechanism and equipping them with the necessary knowledge.
Implementation
With effect from April 1, applicants for the posts of Probationary Inspector (PI) and Recruit Police Constable (RPC) will sit for the Psychometric Test before attending the Final Interview Board. The Test will be conducted at the PerCEP Test Centre at Police Headquarters. It is estimated that about 3,000 applicants will sit for the Test annually.It is projected that the first batch of RPC and PI who have taken the Test will be taken on strength for the intake commencing on July 5 and they will pass out on January 8, 2011 (RPC) and on March 12, 2011 (PI).
PCP Mak, SP Ho and Chief Inspector Jeff Tse meet for last-minute preparation for launch of the Psychometric Test