What Exactly Is a Psychometric Test and How Is It Used in Hiring?

Please, can anyone explain to me what a Psychometric Test is and how it is conducted in the selection process.

Thanks,
Surendra

Please search the forum for the same. Type "Psychometric test" in the search query and click go.

Regards,
Kanupriya

It's a test to read your mind. For example, you would be given a case study with some options as answers. The answers would be in such a way that will speak your mind, to be more precise, it will reflect your attitude. Although it's not an elimination round, kindly be honest in answering them.

Regards, Ashfaq Ahmed

This test actually tests your ability to attend something in the quickest possible time span. Questions basically depend on the area you normally belong to. For example, if you are a candidate seeking a job in accounts, then a lot of math-related questions would be there. Some of these questions may involve small additions, what comes next, and logically arranging numbers. The pattern of questions will be similar. They want to know whether you will fit in with the existing workforce and if you have the type of temperament that is compatible with the job. Be honest in answering them.

Shiva Kumar H

Dear,

This test is conducted to check a person's ability, creativity, and behavior under pressure. These tools are prepared by professionals, and the best-used tools are Thomas profiling, MBTI, etc.

Hope this helps.

Best wishes,
Eafil

In general, three types of tests or questionnaires can be used in assessment centres: aptitude tests, ability tests, and personality tests.

Aptitude tests attempt to measure awareness, knowledge, and other aspects. They also measure simple skills like problem-solving skills. For example, a chapter pencil test could be administered to determine the familiarity or level of skill of the individual in relation to computer literacy, financial management skills, etc.

Personality tests aim to study various dimensions of personality rather than ability. Tests such as 16PF and MBTI are commonly used in many organizations.

While ability and aptitude tests have right or wrong answers, personality tests do not follow the same format.

The tests are selected for assessment considering the following points:

1. Objective - what needs to be measured
2. Reliability and validity
3. Length of time required to administer the test
4. Availability of qualified experts to administer, score, and interpret the tests
5. Cost involved.

Hope this clarifies your query to some extent.

PINKII

Dear MBTI stands for Myers Briggs Type Inventory. It is a widely accepted psychometric test that looks at four aspects of human thinking: EXTROVERSION/INTROVERSION, SENSING/INTUITION, THINKING/FEELING, JUDGING/PERCEIVING. MBTI identifies differences among people in a non-judgmental way, enabling the resolution of conflicts and fostering teamwork. Taking the test is a good way to kickstart helping teams and teamwork. Here, individual differences are seen as a resource for the team, and people are encouraged to recognize complementary strengths.

Dear Singh,

The Myers-Briggs indicator helps in understanding personality types, while the 16PF assists in measuring personality factors. Personality tests are meant to measure prospective employees' motivation to function in a particular work environment. Most tests are designed to measure one's self-sufficiency, sociability, locus of control, and self-control.

Thank you.

Here you go,

Psychometric testing is recognized as a vital component in improving organizational effectiveness through the development of individual, interpersonal, and team competencies. Organizations use psychological tests as part of the selection process - recruitment, redundancy, promotion, and for developmental purposes - career guidance and counseling, personal or team development, succession planning. To better understand the factors that predict the best performers, testing can be used to identify common qualities among successful employees in a job category so that those qualities can be looked at and trained for. Properly developed psychometric tests and questionnaires, when used by competent and qualified individuals, lead to judgments that are likely to be more valid than judgments made by other means.

CLASSIFICATION OF PSYCHOMETRIC TESTS

More on the above topic:

http://tvrls.com (link updated to site home)

More on the subject:

Psychometrics is the field of study concerned with the theory and technique of educational and psychological measurement, which includes the measurement of knowledge, abilities, attitudes, and personality traits. The field is primarily concerned with the study of differences between individuals and between groups of individuals. It involves two major research tasks, namely: (i) the construction of instruments and procedures for measurement, and (ii) the development and refinement of theoretical approaches to measurement.

http://en.wikipedia.org/wiki/Psychometrics

The link to download some materials on the subject:

https://www.citehr.com/download-list.php?query=Psychometric+Test

Some more related links:

http://www.psychometric-success.com/

http://www.psychometricadvantage.co.uk/

http://www.bradleycvs.co.uk/psychometric.htm

Hi,

It is nothing but a tool like a horoscope that explains technical, behavioral, analytical, managerial, and other related competencies of an individual. What are the competencies required for the position?

Thanks,
Arun

Dear Mr. Surendra Singh,

Psychometric tests, as the name suggests, are tests designed to measure one's psychology and attitude. The set of questions will be structured as follows: initially, a set of questions will require a straightforward yes or no response. Subsequently, these same questions will be revisited with slight variations, offering a broader range of potential answers. In other words, responses may include: 1. sometimes yes, 2. sometimes no, in addition to yes and no. The process repeats with further deviation in the questions and response options. Differing responses to the same question on different occasions will illuminate aspects of your psychology and attitude, providing insight into your integrity.

While these tests are commonly utilized in the appraisal process, there is a recent trend of incorporating them into the recruitment process to assess candidates' attitudes. Presently, they do not serve as grounds for rejecting a candidate; however, during appraisals, responses are carefully evaluated to determine eligibility for advancement to the next level.

Ramasastry