Psychometric tests can be broadly divided into two main categories:
1. Tests of maximum performance, such as ability or aptitude.
2. Tests of typical performance, such as personality or interest.
An ability test is designed to measure maximum performance and
potential in a number of areas. These abilities can be measured
separately, or combined to give an assessment of overall general
ability. Often tests are constructed so that they relate to a specific
job or skill and assess things such as perceptual speed or mechanical
Examples of ability tests are; general intelligence tests (IQ tests),
knowledge-based attainment tests and aptitude tests, which test the
ability to use knowledge.
In the case of most aptitude tests there is usually a set time limit
which must be strictly adhered to in order for the test to be valid, and
there is usually an average score which has been standardised in
comparison with a group of people who have taken the same test.
There are different types of aptitude, which may be summarised
General Learning, Verbal Aptitude, Clerical Perception etc.
When taken under these conditions there may be up to five levels
of test performance expressed in percentage terms in comparison with
the average score established:
1. Top 10% of population ^ extremely high degree of aptitude.
2. Top one-third (excluding top 10%) ^ high degree of aptitude.
3. A score obtained by one-third of the population ^ average degree of
4. Lowest one-third ^ below average.
5. Lowest 10% ^ minimal aptitude.
20th August 2009 From India, Secunderabad
I am into consulting and have been using assessments for about 10 years now. To tell you the truth, that there are many other assessment instruments available in the market that can be applied to ALL HR functions effectively and perhaps more effectively than 16PF. Most assessments can be taken online these days and some even provide trial assessments to help one evaluate the credibility of such assessments. We are authorised users of assessments from Profiles International Inc., USA and Zerorisk HR Inc., USA.
You can judge an assessment by the Reliability (Alpha - coefficient reliability) and Validity (Construct Validity) data that the developers might share on demand. A few sample reports fo the assessment we use are attached to help your understanding. You may contact me for any furhter information about these assessments.
Icon Consultancy Services
22nd August 2009 From India, Calcutta
Search online for a few tests available for free - try taking them and see for yourself if the results matches you. Make sure you chose those answers that would be an indication of your response and not what you would "like" to be an "expected response". Only then it will be accurate.
22nd August 2009 From India, Madras
I'm a trainer with NIS Sparta and I have conducted DiSc (Similar to PF 16) from Inscape publishing for our clients, and these are to be "handled with care" programs, since it deals with the sensitvity of the individual.
I would appreciate if you can guide me through the DEBRIEF of these sessions i.e once the personality type or traits are identified.... or lets say once the HR conducts these tests what next ...
Do you have reference material on debrief? or can you guide me to some links on the net?
22nd August 2009 From India, Delhi