About the Psychological Testing Centre
Explore the ADM, FAQs and find out how to take a practice test.
What is the Psychological Testing Centre?
The British Psychological Society’s Psychological Testing Centre (PTC) provides information and services relating to standards in tests and testing for test takers, test users, test developers and members of the public.
Through the PTC, the BPS sets standards in testing, provides nationally recognised qualifications in test use, and provides independent reviews of psychological tests used in occupational and educational settings.
The society is the leading national organisation for setting standards in psychological testing. It directs the work of the PTC through the Committee on Test Standards (CTS), whose role is to set, promote and maintain standards in testing.
The PTC also manages the procedures for the verification of the society’s accredited assessors for the various qualifications in test use.
Whether you are a psychologist, a test user or a member of the public interested in knowing more about testing, the PTC is a valuable resource.
Our mission is to establish the BPS as the leading national body for all matters relating to psychological testing.
- Search test reviews and registrationSearch our list of test publishers and distributors to find companies who sell and develop tests.
- Find a qualified test user offering testing servicesSearch the BPS list of qualified testers to find a BPS qualified test user offering testing services in your area.
- Search register of Qualifications in Test Use (RQTU)Access information to assist you with test selection, by searching the BPS Registered Tests list and test reviews.
- Guidelines on testing and test useBest practice and guidance documents relating to testing
Further information about the PTC
Where can I find test reviews?
The BPS publishes independent reviews of psychological tests.
Test publishers can choose to submit a test to the BPS for review, and the independent review process is carried out by the BPS Testing Standards Committee. Members of the Register of Qualifications in Test Use (RQTU), Chartered and Graduate BPS members can download full and unlimited test reviews for free. To access reviews please visit the searchable directory of Test Reviews.
Taking a test as part of employment
Can an employee be made to take a test by a consultant working for his company? Has the employee the right to refuse to take a test? What rights has an employer to discipline an employee who refuses? Is an employee entitled to feedback if the outcome of the test is likely to affect his career/employment?
It would be inappropriate for this website to provide legal advice, therefore for definitive information about employment law you should consult a legal expert. In general what an employer can ask of an employee is determined by the contract of employment, although a contract cannot usually overrule legal rights and requirements under employment law. You should have received a written copy of your contract and any staff handbook of company policies and procedures. It would usually be expected that an employee comply with the employer’s procedures such as staff appraisal and development. Refusal could therefore invoke the disciplinary procedure. If you have concerns that the testing is being used unfairly - particularly in making important decisions such as redundancy or promotion - you may be able to take a legal challenge through an employment tribunal.
If you do have concerns about the way tests are being used in your organisation you should try to discuss these with your manager, someone from the HR department, or the external consultant in the first instance. Whenever you are asked to complete a test or questionnaire you should receive a clear explanation of what the test is, why it is being used and what will happen with the results. You can search the Register of Qualifications in Test Use (RQTU) to see whether the person administering the tests has an appropriate qualification. A Chartered Psychologist could provide advice on whether the particular tests and the way they are being used are appropriate. This site provides reviews of many different tests, although these are written for qualified test users and do require some technical knowledge to fully understand.
It is always good practice in any testing procedure to provide participants with feedback on their results. Where these are held on file you can make a subject access request under the Data Protection Act to see the results if your employer refuses to provide feedback on request.
How can I promote my testing services?
You can do this using the following steps.
What is the difference between tests used for selection and tests used for development?
In a selection context tests are used to help organisations choose between candidates.
In a development context, tests are used to highlight candidates’ strengths and development areas. Maximum performance tests (tests of ability, attainment or aptitude) are more often used in a selection context, while typical performance tests (personality tests) tend to be used equally in selection and development.
How widely are tests used by employers?
Most large organisations use tests of some description in both recruitment and development.
In particular, if you are a graduate or manager applying for a job you can expect to undergo some form of psychometric assessment over the course of your career. Many smaller companies will use psychometric tests only for more senior appointments where making the wrong selection decision can have more significant consequences for the organisation.