Vp - Operational Excellence
Principal Hr Consultant (ohs&w)
Unlike other tests which requires bookish knowledge, psychometric tests are designed to judge the mental stability of a person. It needs no preparation, and the candidate needs to have just a pencil or a pen.
It is just a pyshcology test which should be answered confidently and doesn't require any preparation.One must try being consistent while answering as the same questions could repeatedlybe asked in different forms. Questions should be objective - Yes/ No kind. Questions have to be in the range of 125 to 150.
I can give you a few examples of such questions:
1. Are you sincere?
2. Do you go late to your office often?
3. Are you out-spoken?
4. If you find a purse on the road, would you return it to its rightfull owner?
5. Are you punctual in all matters?
6. If your boss makes a mistake, will you tell him in front of his face?
As you are recruiting managerial cadre, you can go in for the first time.
If you go through the above questions, a confident and mentally consistent person would have answered "Yes" for 1 & 4, if he is sincere.
It tests the confidence of a person, his memory and the way he reacts which is very important to an organisation.
If a person gets confused and give vague answers, you may decide that he should not be recruited.
Do get in touch if you need more info.
20th August 2005 From India,
By looking at your answer psychometric test seems to be one of the important and interesting tool while selecting candidates. could you give me some more details and procedure, so that I can implement it in my company.
Soumya S Mule
22nd August 2005 From India, Bangalore
well i am doing my masters in organizational behaviour. Well being from psychology background ..i am quite acquainted with psychometric tests.
I was wondering if somebody can suggest ..what all set of aptitude should be evaluated before hiring a gradutate engineer?
Especially if anyone from software industry ..who conduct an aptitude test for engineers and if any sample test can be provided.
thnks a lot for yur support!
22nd August 2005 From India, Bangalore
You mentioned your clients assessing the thinking styles, occupational interests and job related behaviors. but can u please elaborate on the various tools used by them to asses potential employees for the above parameters.... (eg:MBTI, 16PF,Occupational Personality Questionnaire (OPQ),PA2000, behavioral interviews, inbasket techniques)
22nd August 2005 From India, Agartala
Please call me Bob, it saves keystrokes.
>... can u please elaborate on the various tools used by them to asses potential employees for the above parameters...<
Our clients may use several of our assessments but the best at predicting job success is the ProfileXT which has three sections;
A. Thinking Styles
B. Occupational Interests
C. Behavioral Traits.
and it creates 6 reports;
1 - Placement
2 - Coaching
3 - Individual
4 - Multi - Job Match
5 - Summary
6 - Summary Graph
Each section has numerous scales, see listing below.
A. Thinking Styles
- Learning Index...an index of expected learning, reasoning and problem solving potential.
- Verbal Skill...a measure of verbal skill through vocabulary.
- Verbal Reasoning...using words as a basis in reasoning and problem solving.
- Numerical Ability...a measure of numeric calculation ability.
- Numeric Reasoning...using numbers as a basis in reasoning and problem solving.
B. Occupational Interests
- Enterprising...indicated interest in occupations where they use persuasiveness and enjoy presenting plans.
- Financial/Administrative ... indicated interest in occupations that work with financial data, business systems, administrative procedures, etc.
- People Service ... indicated interest in occupations that help people and they are concerned with the welfare of others.
- Technical...indicated interest in occupations that center on scientific and technical activities, research and intellectual skills.
- Mechanical ... indicated interest in occupations that work with tools, equipment and machinery.
- Creative... indicated interest in occupations where they are imaginative, original and aesthetic.
C. Behavioral Traits
- Energy Level...tendency to display endurance and capacity for a fast pace.
- Assertiveness...tendency to take charge of people and situations. Leads more than follows.
- Sociability...tendency to be outgoing, people-oriented and participate with others.
- Manageability...tendency to follow policies, accept external controls and supervision and work within the rules.
- Attitude...tendency to have a positive attitude regarding people and outcomes.
- Decisiveness...uses available information to make decisions quickly.
- Accommodating...tendency to be friendly, cooperative, agreeable. to be a team person.
- Independence...tendency to be self-reliant, self-directed, to take independent action and make own decisions.
- Objective Judgement... the ability to think clearly and be objective in decision-making.
I hope this helps.
22nd August 2005 From United States, Chelsea
The idea is awsome though it can be feasible way to access mental bent of mind when we recruit for higher positions , for higher profile candidate is expereinced and mature enough to answer and will answer in a this true mind set ....Whatever we acn actuelly can access some part of his working behavior .
Can you send me some sample Test and ur view on my id .
Will greatful to you .
23rd August 2005
I - Influencer
S - Stabiliser (within a team)
C - Conscientious
The results were very useful personally as both an insight into my behaviours as well as how this affects my interactions with people who have different profiles.
23rd August 2005 From Australia, Ballarat
U r post really helps to understand different parameters. how does one typically differentaite 'aptitude' as a seperate domain.
Moreover is there any particular test which can help to assess thinking styles of ProfileXT particularly?
thank again for d input :)
23rd August 2005 From India, Bangalore
Interesting conversation is taking shape in the area of Psychometric instruments n its uses. M alos pursuing my search 4 finding the rite kind of test 2 b used as n assessment tool 4 the purpose of succession plannin in my organsiation. m already using 1 for recruitment purpose
DISC is definately a strong test m considering. its really quite elaborate n useful ...
23rd August 2005 From India, Chennai
We are the licensees for Praendex Inc, USA for the Predictive Index (PI) System, which is a unique, in-house management tool that has been helping executives throughout the world develop their leaders and strengthen their organizations since 1955. Based on proven behavioral science techniques, PI identifies workplace-related strengths and provides a clear picture of people at work, so managers can make decisions that work for their businesses and their customers.
The PI system is a unique and proven tool for getting objective, practical knowledge of & insights into the management styles, behavior, attitudes, motivating needs and potential of people in your organization. With the intensive training and support that we provide to your key managers, the insights given by PI can be applied in-house to various issues like:
Strategic Planning / Reorganization
Recruitment / Redeployment / Promotion
The resulting benefits will be immediate, measurable, and long lasting.
Reduced employee turnover: Savings in recruitment/training expenses and supervision time
Motivated employees: improved sales performance, satisfied customers, better work quality and higher productivity
Customized training & development programs: quicker impact on performance, reduced training costs
Better screening/hiring decisions: more effective employees from their first working day
Focused and motivated teams: better decision making & problem solving
Effective leaders at all levels: decisive management of rapid growth & change, business success!
We would like to present to you the 'Benefits of PI'. Please let us know the date and time convenient to you.
Attached please find the PI brochure, PI Factsheet.
Praendex Management Resources
23rd August 2005 From China, Beijing
>how does one typically differentaite 'aptitude' as a seperate domain.<
With aptitude tests.
>Moreover is there any particular test which can help to assess thinking styles of ProfileXT particularly?<
I'm not sure what you are asking.
23rd August 2005 From United States, Chelsea
I am not sure abt the aptitude set for the software engineers.Moreover there are placement institutes specialized in aptitude tests.But i do have few traits which are identified imperative for a software engineer.
As u r doing ur master in org.bhevaior,i need a clarification.Can self assessment tests be used as a part of personality inventory?.
25th August 2005 From India, Coimbatore
Sorry for a late reply !! :roll:
Basically most psychological tests can be sorted into three general categories :
1) Tests in which the subject performs some specific tasks , such as writing an assay or answering a multiple -choice items etc.
2) tests dat involve observations of the subject's behaviour within a particular context.
3) Self report measures , in which the subject describes his/her feelings , attitudes , beliefs , interests and the like .
Now , many personality inventories can be regarded as self-report tests. This category also includes a variety of surveys , questionaires and polls . A number of masurements technique contain features of both behavior observation and self reports. For eg, interviews may include questions dealing with respondents thoughts, opinions or feelings .
The two methods may not always yield conclusions - person who describes himself or herself as timid and withdrawn may nevertheless exhibit aggressive behavior in a variety of settings .Howevr, the two techniques will often yield comparable and complementary information about the individual.
Hope this provides some input as to how n why self report measures are imp in personality testing but a later validation of these reports should be done later by probing and observation during interview, specially in pre-selection assessment.
Anything else .. plz lemme kno..i'l be more dan glad to help! :D
5th September 2005 From India, Bangalore
Is the project for school or work?
>if anybody knows the psychometric test standards<
Tests need to be reliable and valid.
>and the reasons why it is useful in selecting
a candidate. send me the information.<
Selection successes increase while failures decrease.
6th December 2005 From United States, Chelsea