Course at a glance


Psychometrics (measures of peoples’ aptitudes and personality) are increasingly used in organisations for staff selection and development. Personality testing is a source of fascination for some but evokes scepticism in others. It is difficult for a non-specialist to identify well-established tests with a robust statistical basis in a situation in which tests are strongly marketed as commercial products. Managers are usually obliged to leave the choice, administration and interpretation of tests to suitably qualified experts. Yet, they may feel the need to know more, without having the time or inclination to becoming fully qualified in psychometrics.

This Certificate is designed for managers with responsibility for staff selection and development, but not necessarily with a Human Resources background, who would like to increase their understanding of personality testing, including the underlying theory. This course will also provide an appreciation of the range and type of measures available, and of the importance of using them with an ethical approach.

The course refers briefly to ability and aptitude testing, but focuses on measures of personality. It is designed to enable people to make informed decisions as to whether they wish to qualify e.g. for the British Psychological Society-approved Level A and B Certificates in Occupational Assessment (a pre-requisite for many psychometric tests). It will provide you with some useful introductory information which will prepare you to undertake these interesting and intensive courses. Similarly, it includes relevant points on which to base a decision to become an accredited assessor for a number of other commercially provided tests.

There is an attempt throughout to provide an “Action Learning” approach with the inclusion of short exercises, with answers, embedded in the text. There is also an Assignment at the end of each Module. The final Assignment at the end of Module 5 is not much more substantial than the previous ones, but it draws on knowledge gained in the course as a whole.

Please note that this course is an independent review of the subject, designed for managers, and is not recognised by any supplier or accreditor of psychometric tests.

Assessment Objectives (AO)

AO: 1

Students must select and demonstrate clearly relevant knowledge and understanding through the use of evidence, examples and correct language and terminology appropriate to the course of study. This assessment, involves two written assignments: one halfway through the course and following the final unit. Both are assessed and graded by the assigned tutor, according to college procedures.

AO: 2

Students must critically evaluate and justify a point of view through the use of evidence and reasoned argument. Students can include evidence in different formats to support their written work such as documentation or images to support their course.

Quality of Written Communication (QWC)

In addition, OLC require students’ to produce written material in English, candidates must: ensure that text is legible and that spelling, punctuation and grammar (SPG) are accurate so that meaning is clear; select and use a form and style of writing appropriate to studying a complex subject matter; organise information clearly and coherently, using specialist vocabulary when appropriate and Harvard referencing of citation and sources. In this Specification, SPG will be assessed in all tutor marked assignments (TMAs)

To ensure that we maintain quality standards; all our students written assignments are subject to our plagiarism policy and procedure.

Accredited Level 3 Personality Profiling and Psychometrics for Managers Diploma Entry Requirement

Entry to this Accredited Level 3 Personality Profiling and Psychometrics for Managers Diploma requires that potential students have gained GCSE/IGCSE or equivalent qualifications and have, good English oral, reading and writing skills.

Advice on enrolment and guidance of prior learning (APL) can be obtained through out contact centre. The course is a rolling programme and can be started at any point in the year. Successful students can go on to Higher Education, including remaining as students at OLC to complete courses in our portfolio of higher awards.

All students must be aged 16 or over.


The coursework is assessed through continuous assessment with no formal exit examinations.

Study Hours

Approximately: 200 hours of personal study time for the entire course is recommended. All of which is supported by the OLC Course Tutor, who we greatly encourage students to access support from throughout their course.

Quality Assurance

This course has been developed by the College’s professional team of tutors to meet the needs of sector based employers and employees.Further details of our accreditations are provided on our website.

Accredited Level 3 Personality Profiling and Psychometrics for Managers Diploma Course Length

1 Year.

Awarding Body


Accredited Level 3 Personality Profiling and Psychometrics for Managers Diploma Course Content

The whole level three diploma has FIVE (5) specific units of study, which are sub-divided into topic areas these are:

Accredited Level 3 Personality Profiling and Psychometrics for Managers Diploma Unit 1: An Overview for Managers of the Nature, Purpose and Use of Psychometric Testing

This unit defines psychometrics, and discusses various attitudes to personality profiling. It briefly introduces ability and aptitude testing in relation to intelligence tests. Emotional Intelligence is also mentioned in the overall context. The course defines personality at this stage.

There is a major section on the importance of ensuring that tests are reliable and valid, to address any doubts about their use. The pitfalls of testing, and scope to “cheat” are also addressed. The use of psychometric tests is justified in comparison with other common selection methods e.g. interviewing. The Module considers the issue of measuring the “value added” by using personality tests. Advice is given on general principles to be followed in the choice of test. The Module concludes with some examples of the wide range of “tools” available: these are covered in more detail in Module 5.

Accredited Level 3 Personality Profiling and Psychometrics for Managers Diploma Unit 2: The Theoretical Background to Psychometric Testing – An Introduction to Personality Testing for Managers

Unit Two aims to summarise from personality theory, a complex and fascinating subject, the key points which it is useful for a manager to know when dealing with psychometrics. The level covers  in outline to what a non-psychologist would need to know to qualify in e.g. Level B Occupational Assessment.

The unit approaches personality theory under the categories of different theories e.g. physical, psycho-analytical or social learning theory. The aim is to explain these, and highlight their relevance, in an interesting and accessible way. The Module concludes with an introduction to the trait-based model of personality, which is of great importance in personality testing. This is the focus of attention in Module 3.  There is also an initial consideration of personality type theories,  with an emphasis on personality type indicator tests forming the basis of Module 4.  Module 2 concludes with an introduction to “The Big Five”, a model which identifies five over-arching factors of personality e.g. Extraversion and Conformity.

Accredited Level 3 Personality Profiling and Psychometrics for Managers Diploma Unit 3: The Interpretation and Use of Trait-Based Tests with Focus on 15FQ+

Unit 3 takes the student through the process of administering and scoring a typical test, with an emphasis on good practice and an ethical approach. Although it provides a brief comparison of the 16 PF, 15FQ+ and OPP tests, the focus is on the 15FQ+ purely in order to provide specific examples to explain points. The course emphasises the importance of corroborating tendencies indicated by a test e.g. the need to obtain evidence from the respondent to support a high score for Introversion or Social Boldness.

The Unit concludes with a discussion of the use of trait-based tests, both in terms of their limitations, and as predictors of job performance.

Great care is taken throughout not to promote any particular test, nor to include negative assessments. Students are advised to consult the British Psychological Society if in doubt.

Accredited Level 3 Personality Profiling and Psychometrics for Managers Diploma Unit 4: The Interpretation and Use of Type Indicator Tests with Focus on the Jung Type Indicator (JTI) and Myers-Briggs MBTI

Starting with a definition of type indicator tests, the course moves on to expand on the theories behind these, building on information covered in Module 2. Brief explanations of test questionnaire design, scoring and interpretation are provided. A major section is included on the 16 personality types developed from the work of Jung. The Module also explains the difference between Myers-Briggs/JTI and Keirsey’s Temperament Sorter. It concludes with an evaluation of type indicator tests with reference to e.g. the Forer Effect, or tendency of people to rate statements as highly accurate descriptors of themselves, when they could equally apply to others. The Assignment provides an opportunity for students to take a type indicator test and discuss the results with their tutor (a qualified assessor). There will be an extra charge to cover the cost of the purchase of the test and scoring procedure.

Accredited Level 3 Personality Profiling and Psychometrics for Managers Diploma Unit 5: A Review of the Use of Additional “Tools” for Personality Profiling

This Unit encourages the student to digest information from previous sections, by stressing the basic pattern for trait-based testing to be most suitable for staff selection, whereas type indicator tests are more appropriate for staff development.

The main body of the Module presents a review of a selection of widely-known tools in current use, categorised as: measures of values, preferences, interests and styles e.g. OIP+, VMI and California Personality Inventory (CPI); tools suited to staff development, team-building and constructive working relationships e.g. The SDI, Margerison-McCann Work Wheel; “instruments” designed to meet new developments e.g. for 360 degree appraisal. The student should not attach any significance to the omission of any test from the large number available.

The underlying aim is to enable students to adopt a suitably judicious approach to “tools”, many of which are strongly promoted commercial products but which vary considerably in the extent to which they are “statistically valid”. As already stated, this unit does not favour or reject any specific test. It makes the point that, even if a measure if relatively new and does not have a generally accepted robust theoretical basis, it may have a useful part to play in staff development and team building.


This course can be used to gain entry to a Level 4 Diploma or higher.