Behavioural Tests [MBTI. FIRO-B, 16 PF] - CiteHR
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"Do you have competency maps for the roles you want to "implement these

tests" for? What dimensions are you looking at?"

Dear friends,

namaskar.

This thread reflects how the miscoceptions prevail about psychological tests. It is believed that certain tests can be bought from certain farm, administered on the candidates and then right persons can be identified. This will not serve the purpose even in the least.

GG has raised the very valid question. this is not answered in the thread. So let me elaborate the steps that are required.

Step1.

Ask the management of the organisation about traits in the recruitees they are looking for. Sometimes, they are not sure about these traits and they want that goods be deliverd.

Step2.

Then ask the mangement as to who are the best performers in the existing stock. Meet them and enquire about the traits that are required for the best performance.

Step3.

Arrange these information in psychological test format and administer these preliminary tests on the existing members of the organisation.

Identify the traits, scoring pattern and reliablity and valdidy of the tests emerging out of preliminary tests. This is a very time consuming and cumbersome process. For that you can take the help of SPSS software which can quickly give you the results.

Step4.

Now you administer these tests on recruitees and screen the best stuff.

Step5.

Tell the CEO that psychological tests are tests of probabilty and persons are selected on the basis of the best possible probability.

Regards,

Jogeshwar.

Hi all,
It is true that psychometric testing done on an ad-hoc basis really serves no purpose.
A selection test can easily be developed in-house. It flows naturally from a good job description. If you cover all the characteristics that the candidate concerned will need to perform the job competently, you will be able to assess which skills can be measured through tests. For example-if the role is technical in nature you can have the tech team help you to create a test paper which can test the candidate on these particular skills. In my opinion, a role specific test serves the purpose best. For general tests you can look at some IQ related online tests, or even EQ tests...you can search google.

SELECTION
QUESTION ONE
SELECTION TEST is a series of exercises to determine
the best fit person for the nominated job position.
QUESTION TWO
ROLE OF THE SELECTION TESTS is to determine the
-person with the most appropriate education for the job position
-person with the right qualifications
-person with the right knowledge level
-person with the right skills
-person with the right aptitude
-person with the right attitude
-person with the right total competency
-person who can fit into the organization culture
-person with flexibility
-person with adaptability
etc
IN OTHER WORDS ,
PERSON TOTAL COMPETENCY = JOB SPECIFICATION
regards
LEO LINGHAM

Hi all,



I am an qualified MBTI administrator. For your information, MBTI is used as a development tool in organizations. It requires a qualified administrator to administer the MBTI. Also, it strictly disallow the use of the MBTI tool for recruiting purposes. The reason behind this is because the administration of the MBTI questionnaire requires the participant to be in the most relaxed state in which he/she tries to reflect his/her natural self instead of workself or ideal self. The main purpose of the MBTI is to identify one's true natural preferences. Thus, if it is used as a hiring tool, the potential employees will definitely fake the responses thus causing the profile to reflect what the employer wants. Also, in administering the MBTI, participants must be informed that they have a choice to take the test and that the results shall be kept with the administrator should the participant wish not to disclose it. For more information about the correct way to use the MBTI, you could visit www.myersbriggs.org the foundation that protects and educates the use of MBTI. Hope you find this piece of information useful.



Salina

Hi Vinay,
This is Dr Mamta Kapoor. I was just going thru' this site using my friend's id. Bumped into your question which is an interesting topic for me as I am a Psychologist and currently using all these instruments for various purposes in the corporate world...depending on the need.
These instruments are best used for development purpose and not for selection. Still if you are keen to get additional inputs for your interview sessions then you might consider using any one or a combination depending on the job requirement.
There are various forums selling these instruments. Criteria for each instrument to be admininstered could be different. For some instruments you might need certification, for others a degree in Psychology.
Manasayan in Delhi is one such place where you can buy these instruments. For 16 PF you could even approach Ma Foi.
Let me know if you need any further assistance...
Keep Exploring, Mamta

Dear zelyna
Namaskar.
The MBTI must have been standardised on a sample of any population. The directions of scoring or the scoring pattern must have been determined on the basis of the responses of standardisation sample. the norms also could have been calculated on the basis of responses of standardisation sample. These technicalities will certainly vary as soon as you go outside the standardisation population unless the test is CULTURE FREE. If MBTI is not culture free then it requires fresh standardisation on the sample of the population on which the test is to be administered afresh. This applies to other psychological tests as well.
Is MBTI a culture free test?
regards,
Jogeshwar

Dear friends, Namaskar. So there are no culture free behavioural tests. you can not apply a test in Delhi standardised in New York in certain population. regards, Jogeshwar.
Hi Guys! Any one aware of some specific tools for Sales / Business Dev profile? Cheers Kanishka
KANISHKA,
Could you please explain, what do you means tools for
sales/ business development profile .
IS it -
-job profile
-job analysis
-job scope
-job description
-job specification
-job performance indicators
-job competencies
regards
LEO LINGHAM

Hey Leo,
Apologise to have missed writing it...I assumed it being a behavioral test subject...
I meant psychometric/behavioral tools for the sales / business dev fusntion in the IT sector??
Cheers
Kanishka


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