Swastik73
Human Resource And Industrial Relations
Banerjee_gunjan
Onboarding, Recruitment, Employee Engagement,
Kiran_ksk
Manager - Hr
Mattamkiran
Asst. Manager - Human Resources
Shyamali
Human Resources Director
+1 Other

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Hello Everone! Can you kindly A) Provide me with IQ test along with the scoring OR B) Please do let me know from where can I Procure it? Warm Regards, Shyamali
From India, Nasik
Hi Shyamali,
http://www.2h.com/iq-tests.html
<link no longer exists - removed>
I hope this might help you ,
Do visit these sites.
Regards,
Gunjan

From India, Delhi
hi there,
see if these site s can help u out..
http://us.asia.centraltest.com/esptest/@test/part_info.php?INFO=796!incPROFILCOMP1
www.brainbench.com/
Till then i will try and find few more for you.
Regards,
Gunjan

From India, Delhi
Dear Shyamali,
I personally feel IQ tests are not suitable since they only stress on a very narrow section of our Capabilities and is effective in academic selection in Scientific, Mathematics and allied fields.
I feel that psychometric and EQ Tests are more relevant in Recruiting Employees. If you want you can purchase CDs like Times Series on the same.
Regards,
SC

From India, Thane
Hi! I am looking for more IQ tests coz I have EQ tests. But I want IQ tests which can be given, without being repititive. Regards, Shyamali
From India, Nasik
Dear Shymali, could you please post the EQ tests you are having with solutions. It would be a kind favor of yours. Waiting for your reply..... Regards, Kiran.
From Netherlands
Hi! The test have been speciall y purchased for our organisation. I don’t think I can share it with you. Regards, Shyamali
From India, Nasik
Hi,

Most IQ tests consist of subtests measuring various qualities, such as factual knowledge, short-term memory, abstract reasoning, visual-spatial abilities, and common sense.



Intelligence is always measured relative to a particular culture; "culture free" tests of intelligence do not exist. IQ tests do a good job of predicting academic success.

They are not good at measuring such qualities as interpersonal skill or creativity.

Although IQ scores tend to be fairly stable, IQ will vary over time. The Wechsler tests are the most common individually administered IQ tests. They currently include the WISC-IV (age 6-16 years), the WAIS-III (age 16-89 years), and the WPPSI-III (age 2.5 - 7 years). Keep in mind that, due to random factors, IQ scores can vary about 5 points from week to week, and can often change by 10 points or even more over a period of years.

Wechsler IQ tests include the subtests below:

Verbal scales:

Information: Similar to "Trivial Pursuit," this subtest measures fund of factual information. It is strongly influenced by culture. An American education and intact long-term memory will contribute to a higher score. Sample question (not really on the tests): "What is the capital of France?"

Comprehension:

This subtest measures understanding of social conventions and common sense. It is also culturally loaded. Sample question: "What is the thing to do if you find an injured person laying on the sidewalk?"

Digit Span:

Requires the repetition of number strings forward and backwards. Measures concentration, attention, and immediate memory. Lower scores are obtained by persons with an attention deficit or anxiety.

Similarities:

This subtest measures verbal abstract reasoning and conceptualization abilities. The individual is asked how two things are alike. Sample question: "How are a snake and an alligator alike?"

Vocabulary:

This test measures receptive and expressive vocabulary. It is the best overall measure of general intelligence (assuming the test-taker's native language is English). Sample question: "What is the meaning of the word 'articulate'?"

Arithmetic:

Consists of mathematical word problems which are performed mentally. Measures attention, concentration, and numeric reasoning. Sample question: "John bought three books for five dollars each, and paid ten percent sales tax. How much did he pay all together?"

Performance Scales:

Object Assembly: Consists of jigsaw puzzles. Measures visual-spatial abilities and ability to see how parts make up a whole (this subtest is optional on the revised Weschler tests).

Block Design: One of the strongest measures of nonverbal intelligence and reasoning. Consists of colored blocks which are put together to make designs.

Digit Symbol/Coding/Animal House: Symbols are matched with numbers or shapes according to a key. Measures visual-motor speed and short-term visual memory.

Picture Arrangement: Requires that pictures be arranged in order to tell a story. Measures nonverbal understanding of social interaction and ability to reason sequentially.

Picture Concepts: A new subtest on the WISC-IV. Requires matching pictures which belong together based on common characteristics. Measures non-verbal concept formation and reasoning; a non-verbal counterpart of Similarities.

Picture Completion: Requires recognition of the missing part in pictures. Measures visual perception, long-term visual memory, and the ability to differentiate essential from inessential details.

Matrix Reasoning: (WAIS-III only) Modeled after Raven's Progressive Matrices, this is an untimed test which measures abstract nonverbal reasoning ability. It consists of a sequence or group of designs, and the individual is required to fill in a missing design from a number of choices.

These IQ tests can be prepared according to the candidates who are attending it. We can divide it with the experience and also job levels. We cant give an IQ test to a Management Trainee and a Candidate with 5 Years of experience.

We have some IQ tests but they are paid ones. As a CITEHR Friend i can help you in creating a IQ test, but you need to give me the dimensions on which you want to check the candidate on.

I have attached one pdf of our IQ test components for your understanding.

Regards

Kiran

From India, Hyderabad

Attached Files
File Type: pdf test_competence_138.pdf (37.9 KB, 1715 views)
File Type: pdf sampleiq_195.pdf (54.7 KB, 1182 views)

Here are the basic steps to constructing a useful psychological test:

1) Determine the trait, ability, emotional state, disorder, interests, or attitude that you want to assess. Psychological tests can be created that measure --

2) Decide how you want to measure the construct you selected. In general, the best measures sample the behavior of interest. For instances, if you want to determine how aggressive a person is, the best measure would be to provide a frustrating situation, and see whether the person reacts aggressively. It's not always practical or ethical to directly measure constructs, so instead, tests rely on a person's self-report of their behavior.



A number of other factors need to be considered. Should the test be written, or should it be administered orally? Should the responses be discrete (a rating scale, or Yes/No answers), or should it allow open-ended answers that can be reliably rated? Should the responses be oral, written, or nonverbal?

3) Does the construct that you want to measure have only one dimension, or can it be broken down into several dimensions? For instance, intelligence is usually considered multi-dimensional, consisting of several different verbal abilities and nonverbal abilities.

4) Once you've made decisions about the factors above, you can begin creating your test items. If the items are measuring a particular area of knowledge, then you will review textbooks or consult subject-matter experts in that area. If you are measuring a personality trait or emotional state, then the items should be consistent with a theory or agreed upon description of what you are measuring. It's generally best for several experts to generate items.

5) After generating items , it often makes sense to have experts rate the quality of the items, and to retain only the items with the highest ratings. The experts can also suggest revisions. If your items measure depression, the experts should be mental health professionals. If your items measure business skill, your experts should be business executives and managers.

6) Your test is then ready to be tested on a sample of people. Your sample should be a good cross-section of the people that you will want to compare test-takers to. After you administer your test to a sample of people:

-Determine the correlation between each item and the sum of the other items. If your test has subscales, do this separately for each subscale. Eliminate items that do not correlate well with the rest of their scale.

-Eliminate items that are too easy or too hard. If almost everyone agrees with an item or gets the correct answer, it is not a useful item.

-This procedure will maximize the test's internal consistency, one measure of reliability. You should calculate coefficient alpha. This statistic measures the degree to which a test scale measures a single construct, and the degree to which the test items are all measuring the same ability or trait. Alpha has a theoretical maximum of +1.00. A good test alpha is greater than .70.

7) The final test should be cross-validated on a new sample. During cross-validation, you can demonstrate test validity:

-You should be able to show that your test scores correlate with what they are supposed to correlate with. For instance, a test of math skill should yield higher scores for students with higher math grades. A test of depression should yield higher scores for people who have been diagnosed with Major Depression.

-Factor analysis can be used to demonstrate that the test subscales group together (inter-correlate) in the way that theory would predict.

8) When the test is cross-validated, you can also calculate normative data. You can calculate the mean (average) score for test-takers, and calculate the standard deviation to determine how spread out the scores are around the mean. These statistics are extremely useful, because now any individual's score can be compared to the scores of people in general.

If your test has subscales, you will find the mean and standard deviation for each subscale. It is also often useful to find separate normative data for different groups of potential test takers. Many tests have norms according to gender, ethnic group, and age.

From India, Hyderabad
Hi everybody,

I uploaded one file. But It can not display. I used internet explorer 8.0.

How can I repair? Or some problems happened to IE8?
Apart from that, you also ref more information at: IQ tests books
Rgs

From Vietnam, Hanoi
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