Psychometric testing

Hello Friends,

I head the HR team of a manufacturing company in Abu Dhabi.Nice to have an online forum in Dubai.

Would like to join u guys....Also Would somebody please tell me the sources from where I can get some reading material on "psychometric testing for job selection" ?


BINDU NAIR

Hi Bindu,

Hope this attached file helps.

Geetha

Attached Files

Psychometrics - Tests & HR.pdf (280.3 KB, 484 views)

hi bindu,

Weclome to the forum.

Regards,

Sandeep

Hi all...

As the thread is on Psychometric testing... I just wanted continue on the same topic

Do you have an idea about the Course conducted by the Arabian assessment Ctr on Psychological Assessment Training certified by the British Psychological Society?

I have taken a risk of investing in the training and will be attending the course in June

Lets c how it goes.... I’m just hoping for the best...

__________________
Best Regards,
Mildred

Hi Sandeep,

Can you pls post a link on where I can get the details of the course you have said? I am planning to do the MBTI certification course in Dubai in July.

Geetha

Dear Geetha,

The attached pdf file is not openable.

Pl send me at

Thanks

Bharat

that was a very informative contribution. thanks a lot

Hi, This is sanil from Ma Foi we are conducting the 16PF Certification workshop in pune from 4th to 7th JUne2008.The 4 day Programme enables you to become a certified Professional on globally recognized 16PF Tool and to administer, score,write and interpret the 16 PF Psychometric & Competency Based test as well as use it within your organization for recruitment as well as developmental purposes. It can be used very effectively in the counseling scenario as well. Also it adds a lot of value to your individual profile and helps in future career pathway.

Kindly let me know for further discussion.Also Request you to pass on the information your Colleagues, HR etc.

Regards
Ma Foi Management consultants Ltd.pune
or
09860070252

Hello Everyone,

With regards to the Psychometric testing, i have been working in a Psychometric development company for the past three years and i could recommend the following when it comes to selecting a psychometric tool to use in recruitment as there are two types of Psychometric tests:

-Ipsative tests
-Normative tests

i wouldn't recomen the use of the first in recruitment and selection
while the use of the second is based on how valid and reliable is the tool you are picking.
based on my experience, most of the tools used in Dubai are Ipsative and unfortunately the tools used by Arabian Assessments are which are not reccomendable to be used in Selection. there are two companies in Dubai that i know of who supply Normative assessments. if you need details of these companies let me know and send me ur email and numbers and i'll have someone call you and give you some reading material and do a presentation for you.

All the best,

Feras

A normative assessment is one in which the candidate is measured against the normal population. You may be familiar with a Normal Distribution Curve, opposite. This is the bell shaped curve which describes many natural phenomena. 68% of the population in the sample will score in the 4, 5, 6, 7 range; while 16% will score 1, 2 or 3 and the other 16% 8, 9 or 10.
Ipsative literally means "of the self" (Latin derivation), and is used in psychology as in the phrase "ipsative measure" to indicate that the measure was a self-reporting measure.
Examples of ipsative measures include questions that ask the participant to rate their preferences, or to give a score between 1 and 7 indicating how they feel about a particular statement.
In education, "ipsative assessment" is the practice of assessing present performance against the prior performance of the person being assessed. In athletics for example, a "personal best" is an ipsative assessment.
These different types of assessments become very important when selecting what type of assessment to use in a particular situation.
Ipsative type assessments should not be used in recruitment. According to experts in this field, companies should avoid using tools that talk about how a candidate is better at one thing than another. They do not compare the candidate to the outside world and are therefore not providing useful decision making information for recruitment.