psycometric test for cbr
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PSYCHOMETRIC TOOLS IN COMPETENCY BASED RECRUITMENT
Priti Mudgal
Methods of Competency Based Recruitment
Competency Based Interview Psychometric Testing Group Discussions Role Plays Work simulation tests Group exercises Presentations Assessment Centers
“Organizations tend to recruit people for their technical skills, but fire them for their personalities”
Interview as the sole method
What is a psychometric assessment?
Tests, exercises or questionnaires, designed by psychologists, which measure cognitive, behavioral and personality constructs of an individual
The types of psychometric assessment
Psychometric Assessment
Ability Tests Aptitude Tests Personality Tests
Ability Testing…
Measures a persons potential Focus is on potential Ability tests composes of numerical,
verbal, and spatial ability scales brought together
Numerical reasoning, numerical analysis, numerical estimation, verbal reasoning, verbal analysis, verbal application, verbal evaluation, data interpretation, verbal comprehension, visual estimation
Aptitude Testing…
Aptitude refers to specific ability Aptitude tests tend to be job related
Personality Testing…
Personality can be defined as those relatively stable and enduring aspects of an individual which distinguishes them from other people, making them unique, but which at the same time permit a comparison between individuals
PURPOSE
Recruitment & Selection
Personal Development
Team Building
Succession planning
Organisational change
Questions asked in Personality Testing
How you relate to other people
Your work style
Your ability to deal with emotions
Your motivation, determination, & general outlook
Your ability to handle stressful situations
Personality tests used in recruitment
16PF
Leadership Opinion Questionnaire
DISC Test
EQ Test
16PF Test
Thousands of traits were condensed down to 16 primary traits using factor analysis
Warmth Reasoning Emotional stability
Dominance Liveliness Rule Consciousness
Social Boldness Sensitivity VigilanceSelf-Reliance Privateness
PerfectionismAbstractedness Apprehensi- TensionOpenness to venesschange
Global Factors
FACTOR DESCRIPTORS Extraversion Introverted, Extroverted,
socially inhibtd socially participative Anxiety Low anxiety, Easily worried, tense unpertubed Tough-mindedness Open minded,
Resolute&determined receptive 2 ideas Independence accomodating & Independent &
selfless selfless Self-control free thinking,impulsive structured,
inhibited
Key features of 16 PF
Easy to administer, requires only 35-50 mins to complete
Five distinct report options
Relationship between the test items and traits measured by the 16PF instrument is not obvious
Paper and pen, or computer administration
DISC Test
A four quadrant behavior model based on the work of William Moulton Marston
Assessments classify four aspects of behavior by testing a person’s preferences in word associations
Dominance-relating to control, power, assertiveness
Influence-relating to social situations & communication
Steadiness-patience, persistence, thoughtfulness
Conscientiousness-relating to structure & organization
D&I=Extrovert D&C=Task focusedC&S=Introvert S&I = Social Aspects
Key features of DISC
Each DISC consists of 24 questions with four options
Takes very little time to complete-10 to 20 mins
Information thus collected is collated and 3 final graphs are made-Internal profile, External profile, and summary profile
Leadership Opinion Questionnaire A self assessment tool for managers that
provides insight into how they relate to their supervisees on two dimensions-considerations & structure
Percentile scores are reported for each of the dimensions
Emotional Quotient Test
Self-awareness Emotional resilience Motivation Interpersonal sensitivity Influence & persuasion Decisiveness Conscientiousness & integrity
Necessities of a psychometric test objective
Standardized
Reliable
Predictive
Non-discriminatory
Why use psychometric tests? Cost of a bad hire
Failure of traditional techniques
Saves time, effort, and money
Objective and fair practice
Better hiring decisions
Hire the best
Benefits
Candidate gets insight into work style and strengths
Adds to fairness of selection process
Candidates can utilize feedback for development purpose
Great deal of accuracy about suitability
However not a fool proof or altogether objective method-subjective to human error in case of interpretation
Best method-mix of competency based interview with psychometric test
Still…
Expensive
Difficult to understand
Difficult to interpret & easy to misinterpret
A Summary
Come out with the competencies required for the job
Use the psychometric tests on the existing employees to check its validity
The psychometric test scores of candidates can be compared with the ideal scores
Selected candidates can be interviewed
Assessment Centers
Most effective tool used for assessing individuals in both individual and group based environments for selection or development
Assessment Center actually refers to an approach
Involves participants completing a range of exercises which simulate the activities carried out in the target job
Assessment Centers…
Have a pass/fail criteria Are geared towards filling a job vacancy Address an immediate organisational
need Have fewer assessors and more
participants Focus on what the candidate can do now Place emphasis on selection with little or
no development feedback and follow up Tend to be used with external candidates
Thank You!