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While it has been conclusively demonstrated that psychometric tests significantly improve human resource decisions and result in productivity gains, such benefits can only be achieved by competent use of these complex instruments. Inappropriate use cannot only totally negate the benefits of using valid selection procedures but it can also have an adverse effect on staff motivation. Competent use of psychometric instruments not only requires expertise in selecting, administering and scoring tests, but also the interpretation of the results within the assessment context. Correct interpretation requires an understanding of population statistics and measurement theory. Responsible and ethical use of tests requires an appreciation of the limitations of tests, how to integrate complex information and present the results to the test-taker and decision-maker alike. And that is only half the story. Not surprisingly, therefore, access to psychometric test materials is restricted to qualified users. In the UK the qualification system has been formulated by the professional body for Psychologists, the British Psychological Society (BPS).

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