Dear friends,
Can you please help me with some psychometric tests to be used as a tool for the recruitment of medical representatives? These tests should be simple, not take too much time, and be cost-effective.
Regards,
Vandana
From India, Mumbai
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Can you please help me with some psychometric tests to be used as a tool for the recruitment of medical representatives? These tests should be simple, not take too much time, and be cost-effective.
Regards,
Vandana
From India, Mumbai
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Dear Vandana,
I don't recommend psychometric tests for recruitment purposes unless you are looking for some special qualities in the prospective candidates. Psychometric tests can guide you in terms of what kind of a person the candidate is but will not tell you about his abilities. I suggest you go for aptitude tests instead and use psychometric evaluation to find out whether you have made the right selection.
Best regards,
Rahul Datta
From India, Kolkata
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I don't recommend psychometric tests for recruitment purposes unless you are looking for some special qualities in the prospective candidates. Psychometric tests can guide you in terms of what kind of a person the candidate is but will not tell you about his abilities. I suggest you go for aptitude tests instead and use psychometric evaluation to find out whether you have made the right selection.
Best regards,
Rahul Datta
From India, Kolkata
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Dear Shaheen,
I agree with Rahul. Psychometric tests might not serve your purpose. Go for aptitude tests and other personality tests, including EI or Social Style Survey kind of assessments. You will be in a better position to judge a person.
Regards,
Shaheen
From Pakistan
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I agree with Rahul. Psychometric tests might not serve your purpose. Go for aptitude tests and other personality tests, including EI or Social Style Survey kind of assessments. You will be in a better position to judge a person.
Regards,
Shaheen
From Pakistan
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Hi Vandana, For medical reps, you would rather go for profiling to check the job fit of the prospective employee than a mere pyscometric test. The cost would not vary much as well. Regards, Imran
From India, Mumbai
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8From India, Mumbai
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Hi friends,
Currently, I am working on recruitment and employee turnover in a pharmaceutical company with a low salary pattern. We are experiencing a very high attrition rate. Please send some solutions or tools to resolve this issue.
Thank you.
From India, Vadodara
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Currently, I am working on recruitment and employee turnover in a pharmaceutical company with a low salary pattern. We are experiencing a very high attrition rate. Please send some solutions or tools to resolve this issue.
Thank you.
From India, Vadodara
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Hi all,
I just want to make a few comments:
Ability tests ARE psychometric tests just as Personality tests are psychometric tests.
I would recommend that you meet with a qualified Level A and B workplace assessor, an organizational psychologist, or a senior HR person who has in-depth experience in using testing.
Personality tests like the 16 PF, 15 FQ, etc., can give some insight into the manner in which a candidate is likely to respond in a situation.
Ability tests can measure verbal, numerical, and abstract reasoning.
Various other aptitude tests may give you info about other skill sets.
It seems to me that the first step is to identify what attributes in your recruits you are trying to measure. Have you defined the competencies you think are important to the role in behavioral terms so that behavior can be observed and evaluated against a testing tool?
No test should be used as the sole criterion for hiring or not hiring someone. That would be an unethical approach to testing.
I hope that helps.
Regards,
Bruncha
From United Arab Emirates, Dubai
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I just want to make a few comments:
Ability tests ARE psychometric tests just as Personality tests are psychometric tests.
I would recommend that you meet with a qualified Level A and B workplace assessor, an organizational psychologist, or a senior HR person who has in-depth experience in using testing.
Personality tests like the 16 PF, 15 FQ, etc., can give some insight into the manner in which a candidate is likely to respond in a situation.
Ability tests can measure verbal, numerical, and abstract reasoning.
Various other aptitude tests may give you info about other skill sets.
It seems to me that the first step is to identify what attributes in your recruits you are trying to measure. Have you defined the competencies you think are important to the role in behavioral terms so that behavior can be observed and evaluated against a testing tool?
No test should be used as the sole criterion for hiring or not hiring someone. That would be an unethical approach to testing.
I hope that helps.
Regards,
Bruncha
From United Arab Emirates, Dubai
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Before you spend 10 minutes to take the "Personality 100 TEST" by the sponsor, look at the attachment.
At the end of the test, you will not get a result, but you will receive information telling you to spend Rs 499 to get the full report. Please take note of this.
From India, Mumbai
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At the end of the test, you will not get a result, but you will receive information telling you to spend Rs 499 to get the full report. Please take note of this.
From India, Mumbai
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Dear All,
As a Certified Assessor from the BPS, and having a Master's in Psychology, my recommendation is to first determine what competencies are required to be successful in the job role. Once you know what specific behaviors and abilities are needed, then you can decide how to evaluate for them.
Ability tests, which are a form of psychometric test, will give you a read on the candidate's ability to process and use verbal, numeric, and abstract information. Personality tests can offer insight into the types of attributes and preferences of the candidate. This will allow you to see if they match the attributes of a successful rep.
Furthermore, tests should never be used alone; you need at least one other assessment tool, a behavioral-based interview, a role play, or a case study, etc. I appreciate that everyone is concerned about the cost-effectiveness of assessment on the front end, but it's important to consider the true costs of a bad hire.
Regards,
Bruncha
From United Arab Emirates, Dubai
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As a Certified Assessor from the BPS, and having a Master's in Psychology, my recommendation is to first determine what competencies are required to be successful in the job role. Once you know what specific behaviors and abilities are needed, then you can decide how to evaluate for them.
Ability tests, which are a form of psychometric test, will give you a read on the candidate's ability to process and use verbal, numeric, and abstract information. Personality tests can offer insight into the types of attributes and preferences of the candidate. This will allow you to see if they match the attributes of a successful rep.
Furthermore, tests should never be used alone; you need at least one other assessment tool, a behavioral-based interview, a role play, or a case study, etc. I appreciate that everyone is concerned about the cost-effectiveness of assessment on the front end, but it's important to consider the true costs of a bad hire.
Regards,
Bruncha
From United Arab Emirates, Dubai
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Dear Vandana,
Psychometric tests aim to measure attributes like intelligence, aptitude, and personality. They provide a potential employer with insight into how well you work with other people, how well you handle stress, and whether you will be able to cope with the intellectual demands of the job.
Most of the established psychometric tests used in recruitment and selection make no attempt to analyze your emotional or psychological stability. I don't think at the level of MRs, it will be of any help to the organization.
Ashish
From India, Mumbai
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Psychometric tests aim to measure attributes like intelligence, aptitude, and personality. They provide a potential employer with insight into how well you work with other people, how well you handle stress, and whether you will be able to cope with the intellectual demands of the job.
Most of the established psychometric tests used in recruitment and selection make no attempt to analyze your emotional or psychological stability. I don't think at the level of MRs, it will be of any help to the organization.
Ashish
From India, Mumbai
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Dear All,
Could you please help me come up with an examination to measure the sense of urgency of an applicant/candidate? It's been a year that I have been looking for it. If you have a sample questionnaire, please share it with me.
Thank you so much in advance.
Lors
From Philippines, Manila
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Could you please help me come up with an examination to measure the sense of urgency of an applicant/candidate? It's been a year that I have been looking for it. If you have a sample questionnaire, please share it with me.
Thank you so much in advance.
Lors
From Philippines, Manila
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