Ash Mathew
Recruitments, Training`
Od Consulting
+3 Others

Hi, Kindly guide me on psychometric test, can we really assess a person with psychometric test?
20th August 2009 From United Arab Emirates, Abu Dhabi

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

as follows:

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
Hi Poonam,
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.
Pradipta Chatterjee
Icon Consultancy Services

22nd August 2009 From India, Calcutta

Attached Files
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File Type: doc PERFORMANCE INDICATOR-MR.doc (72.0 KB, 1352 views)
File Type: doc SALES INDICATOR-JMMR.doc (105.5 KB, 457 views)
File Type: doc PROFILE-Placement.doc (278.5 KB, 523 views)
File Type: doc PROFILE-JobProfileSummary.doc (98.5 KB, 406 views)
File Type: pdf CSP Coaching Rep sample.pdf (79.0 KB, 272 views)

Yes you can. The behavioral assessment is pretty accurate. But you need to get the help of consultants who would have years of experience in creating the tests. Make sure you do a thorough analysis before you decide on implementing the tests, the methods of evaluation and the validity. For this - you will have to screen any consultants who approach you based on their success stories and Industry References.
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
Dear Ash,Poonam Sanil,
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?
NIS Sparta
22nd August 2009 From India, Delhi
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