psychometric tests
DESCRIPTION
Psychometric TestsTRANSCRIPT
Psychometric Tests
What is a psychometric test?
• Aim to measure aspects of your mentalability, aptitude or your personality
• Used as part of the recruitment or selection process
• Provide employers with a method of selecting the most suitable job applicants or candidates for promotion
• Used by 80% of Fortune 500 and 75% ofTimes Top 100 companies
What do psychometric testsmeasure?
• How well you work with other people• How well you handle stress• Whether you will be able to cope with the
intellectual demands of the job• Your personality, preferences and abilities• Most do no t analyze your emotional or
psychological stability• Best match of individual to occupation and
working environment
What types of test are there?
What are they used for?
Psychometric tests
Selection &Recruitment
CareerProgression
A psychometric test should be:
• Objective:– The score must not affected by the testers' beliefs or values
• Standardized:– Must be administered under controlled conditions
• Reliable:– Must minimize and quantify any intrinsic errors
• Predictive:– Must make an accurate prediction of performance
• Non Discriminatory:– Must not disadvantage any group on the basis of gender, culture,
ethnicity, etc.
Some of the popular psychometrictests are:
• 16 PF• MBTI• OPQ32• Thomas Personal Profiling System• Gordon’s Personal Profile Inventory• Rorschach Ink-Blot Test• FIRO-B• Picture Frustration Test• Thematic Apperception Tests (TAT)
The Five Factors Model
Basis of many tests: Uses five personalitytraits:
• Openness
• Conscientiousness
• Extraversion
• Agreeableness
• Neuroticism
Five Factor Scoring:
-ve +ve
Extraversion
Agreeableness
Conscientiousn ess
Neuroticism
Openness toexperience
FIRO-B:FUNDAMENTAL INTERPERSONAL RELATIONSHIP
ORIENTATION-BEHAVIOUR
• Devised by American psychologist, Will Schutz, in the1950's
• Helps people to understand themselves and theirrelationships with others
• Based on a 2-hour, 54-question questionnaire
• Describes interpersonal behavior in terms of three primary dimensions:
– 1. Need for Inclusion
– 2. Need for Control
– 3. Need for Affection
FIRO-B is used for:
• Team building and team development
• Individual development and executivecoaching
• Conflict resolution
• Selection and placement
• Management and leadership development
• Relationship counseling
MBTI: Myers-Briggs TypeIndicator
• Based on theories of Gustav Jung
• Most widely-used questionnaire based test
• Uses four bi-polar dimensions– Sensing –Intuition (SN)
– Thinking – Feeling (TF)
– Extraversion-Introversion (E-I)
– Judging-Perceiving (J-P)
• To create 16 ‘Personality Types’
MBTI is used for:
• Individual development
• Management and leadership development
• Team building and development
• Organizational change
• Improving communication
• Education and career counseling
• Relationship counseling
The DISC Personality ModelDirect, Influencing, Steady and Compliant behaviors.
• Developed in 1920s to understand ‘why peopledo what they do’
• Simple questionnaire based
• Uses four categories of human behavioral styles– "D" for Dominance-Drive-Direct,
– "I" for Influence
– "S" for Steadiness or Stability
– "C" for Compliant, Conscientious, or Cautious
The DISC Four Quadrant Model
DISC is used for:
• As a learning tool
• For career development
• Training, coaching and mentoring
• Organisational development andperformance
16 Personality Factor model (16PF)
• Developed in the 1940s and refined in the60s
• Attempts to define the basic underlying personality
• Questionnaire based
• Analysis using 16 personality factors
G
Q1
Factor Descriptors
A Warmth Reserved Outgoing
B Reasoning Less Intelligent More Intelligent
C Emotional Stability Affected by
feelingsEmotionally stable
The 16 factorswith their word
E Dominance Humble Assertive
F Liveliness Sober Happy-go-lucky
RuleConsciousness
Expedient Conscientious
H Social Boldness Shy Venturesome
I Sensitivity Tough-minded Tender-minded
L Vigilance Trusting Suspicious
M Abstractedness Practical Imaginative
N Privateness Straightforward Shrewd
O Apprehension Self-Assured Apprehensive
Openness toChange
Conservative Experimenting
descriptors ofeach scale
Q2 Self-Reliance Group-
dependentSelf-sufficient
Q3 Perfectionism Self-conflict Self-control
Q4 Tension Relaxed Tense
16 PF is used for:
• Selection
• Development
• Executive coaching
• Teambuilding
Johari Window
• Joseph Luft and Harry Ingham in 1955• Used to help people better understand
their interpersonal communication andrelationships
• subject chooses 5 or 6 is out of a list ofadjectives
55
• Peers of the subject are then pick 5 or 6 adjectives which they think describe the subject
Eachadjective is placed in one of four quadrants
Team members - and leaders - should strive to increase their open free areas, and to reduce their blind, hidden and unknown areas.
BELBIN TEAM ROLEINVENTORY
• Used to place individuals in their mosteffective team roles
• Categorises team roles under three orientations:– Action-oriented roles
– People-oriented roles
– Cerebral roles
The 9 Belbin Team Roles
Co-coordinatorResourceInvestigator
Team Worker
ShaperCompany
Worker/Implementer
Completer/finisher
PlantMonitor/
EvaluatorSpecialist
Belbin team profiling is used to:
• Create balanced working teams:– One Co-coordinator or Shaper (not both) for
leader
– A Plant to stimulate ideas
– A Monitor/Evaluator to maintain honesty andclarity
– One or more Implementer, Team worker, Resource investigator or Completer/finisher to make things happen
Dr. Meredith Belbin:
"Nobody is perfect - but ateam can be"
Aptitude and Ability Tests
• Designed to assess one’s logical reasoning orthinking performance
• Usually consist of multiple choice questions, administered under exam conditions
• Typical test might allow 30 minutes for 30 or soquestions
• At least 5000 aptitude and ability tests on themarket
• On-line testing increasingly popular
Types of aptitude and ability tests
For more information:BOOKS
Anastasi Anne, Urbina Susana, Psychological Testing,Pearson Education, 2003.
Mcshane S, Glinow A M, Sharma R, Introduction to OrganizationBehavior, Tata McGraw Hills, 2006.
E-BooksD.Constantine-Simms,Everything you need to know to pass psychometric tests.
MagazinesHRM Review February 2007
W eb s ites http:/ / ww w . t e a mfoc u s.co.uk/d i f fe r e n t_ t y p e s _ o f_ p s y c h o metri c _t e sts . htm h t t p : / /ch a ng i n g m ind s.or g /d i sc ip l i ne s/hr/s e l e cti o n /p s y c ho m e tric. h tm http:/ / ww w .p e rs o n a l i t y p a t h wa y s.com/ t y p e _ i nv e nt o r y .html http:/ / e n . w ik i p e d i a. o rg w w w .h u m a nm e trics.com http:/ / ww w .o p p.c o .uk