Mallet
Senior Analyst - Talent Management
Rahul Kumar
Senior Hr Professional
Vndixit
~ Recruiter ~
Deepgupta81
Hr Consultant

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I recently encountered the selection process by TNT logistic. I could able to clear all the rounds, I cleared GD and PI later on they short listed 3 candidates then it was time for psychometric test after that they eliminated me. Here I wanted to know can a psychometric test be considered as an elimination tool that too at last stage of process. More over it was clearly mentioned in the paper that this is not a test which decides PASS or FAIL. ( for your information, post offered was management trainee in operations management)
From India, Bangalore
Hi,
According to the rules of psychological assessment, personality assessment tests cannot be used in isolation to select / reject candidates.
The tests provide the interviewer with points on which he / she may base the interview.
In your case, its possible that they had already planned to eliminate you before taking the test.
However, you may ask the concerned person in the HR for clarifications.
Regards,
Deepti

From India, Pune
The same case happened in an institute after TNT Logistics had conducted their Psychometric Tests. In both cases i feel they would have already decided on the candidate. Mallet.
From India, Hyderabad
I have written already in one post about psychometric tests that they are not used to evaluate a person's fitment to a job, but can definitely be used for the contrary.

A simple instance I can quote is of MBTI type - ENTJ, that has been statistically the type for most of the leaders, being the type for a MD makes certain that s/he fits the role too well, but at the same time, not being an ENTJ does not confirm that the applicant is not fit to be a MD.

Some biased employer might not want to bring in an ENTJ in the entry level work force due to fear of lobbying etc.

There are hundreds of other tests that are used to determine applicants' sincerity, integrity, honesty, committment etc. I guess the previous statement is explanatory on what I intend to put across, though a test is not a proof of one's competence or lack.

A plain and simple (yet very true) analog would be taking up the 12th standard board exam. Many colleges base their admissions on candidates' scores, yet one would find most IITians in the 60-70% score range in class 12th, and who turn out to be the brainiest and successful people. At the same time, BITS Pilani admits only the top 0.5 percentile (based on class 12th score) and also manages to deliver equally competent graduates in various disciplines.

It is purely the employers choice on whom to hire and whom not to. Hence there is not point in trying to draw a conclusion on whether a prospective employer's decision of not hiring based on a psychometric/analysis test is right or wrong.

PL&E

[PS: My personal opinions without any offense meant towards anyone]

From United States, San Diego
Dear Madhusudhan,

Psychometric tests are only part indicative of the suitability of candidates for positions. Often, it is extremely difficult to assess suitability based on such tests since it does not evaluate the 'overall' suitability index. Often, it is seen as the 'total solutions test' for assessing/screening candidates.

Emotive elements required in a job have been found to be lacking in such tests

Fatigue factor are not also included

Personality traits/characteristics required in a job are not assessed to any significant degree

Fitment to exceptional work environment are not assessed

Job aptitude are not assessed to any great degree

Thematic apperception skills are inadequately assessed

In other words, with no prejudice towards any one, I submit that such tests that I have seen are exactly common across many organizations suggesting 'apeing' them with assessing their customization needs to the organization in question. Western cultures are markedly different from where these have initially been picked up.

However, psychometric tests if custom-taylored may be more effective in assessing areas of mathematical & logical aptitude, inductive reasoning and state memory. However, I have seldom seeing them being administered by skillled and trained psychometricians. HR follows the more routine and mundane route of distributing test papers and mechanically scoring sheets.

Your rejection may not necessarily because of foreclosure of candidature of anyone. If done scientifically, psychometric assessment with throw forward certain deficiencies in candidates that call for rejection.

Anyways, I am only making an educated guess since you would know the actual ground realities and conditions during the administration of the tests.

I am sure, you will get a good opportunity elsewhere.

Cheers,

Rahul Kumar

From India, New Delhi
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