Hello Colleagues,
Could anyone share a set of psychological questions along with an analysis tool for psychological assessment during recruitment? I believe this assessment is required to find culturally fit employees for the organization. I would appreciate your response.
Best Regards, Gaurang
From India, Vadodara
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3Could anyone share a set of psychological questions along with an analysis tool for psychological assessment during recruitment? I believe this assessment is required to find culturally fit employees for the organization. I would appreciate your response.
Best Regards, Gaurang
From India, Vadodara
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dear Gaurang, if you get the psychometric assessment questionaires, kindly forward to me also. Rashmi
From India, Delhi
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From India, Delhi
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Hi Gawrang,
Please, please do research on psychometric tools immediately.
As per my knowledge, most of these tools are not to be used for recruitment; rather, they are to be used for employees' growth, coaching, and development. These tests are copyrighted and costly, so please take appropriate permission before using a test.
From my experience, the Thomas Profiling Test is the best one to be utilized for a candidate's profile. It is most suited for senior positions rather than junior ones. It is also copyrighted and costly.
By the way, the culture of an organization is defined by its people - more specifically, the examples set by top management and HR. So, assuming that you do find someone who fits your culture, it could be possible that you will end up hiring people with similar thought processes and may ultimately lose out on innovative ideas. 😊
All the best in your search.
Regards,
Ryan
From India, Mumbai
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Please, please do research on psychometric tools immediately.
As per my knowledge, most of these tools are not to be used for recruitment; rather, they are to be used for employees' growth, coaching, and development. These tests are copyrighted and costly, so please take appropriate permission before using a test.
From my experience, the Thomas Profiling Test is the best one to be utilized for a candidate's profile. It is most suited for senior positions rather than junior ones. It is also copyrighted and costly.
By the way, the culture of an organization is defined by its people - more specifically, the examples set by top management and HR. So, assuming that you do find someone who fits your culture, it could be possible that you will end up hiring people with similar thought processes and may ultimately lose out on innovative ideas. 😊
All the best in your search.
Regards,
Ryan
From India, Mumbai
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Hi All,
My name is Shweta. Currently, I am pursuing a postgraduate degree in Human Psychology and working in the HR department of a bulk drug organization. I am in need of psychological tools to conduct a training program for behavioral and other developments. Can you please help me in any manner?
I am also looking for material related to GMP training and practices.
I am eagerly waiting for your positive cooperation.
Regards,
Shweta
From India, Mumbai
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My name is Shweta. Currently, I am pursuing a postgraduate degree in Human Psychology and working in the HR department of a bulk drug organization. I am in need of psychological tools to conduct a training program for behavioral and other developments. Can you please help me in any manner?
I am also looking for material related to GMP training and practices.
I am eagerly waiting for your positive cooperation.
Regards,
Shweta
From India, Mumbai
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Hi, There are lot of psychometric test used by oragansiations all over the world. Do refer book on Organisation Behaviour- Fred Luthans , it has psychometric test. hope it will solve your purpose.
From India, Delhi
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From India, Delhi
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Hello everyone,
Thanks for the time you all have spent responding to my post. I posted the topic with the hope that something creative would come out of our collective efforts. However, after going through the various responses I have received, it made me believe that the platform is not capable enough to discuss topics that have no prepared answers. Many people have suggested using costly tools designed by somebody, but in recruitment, no such tools are available.
I just want to say one thing: every new question requires a new answer. Hence, I never opt for prepared answers and always try to explore new solutions.
Mostly, I have found that this platform shares presentations, files, and formats that are being used by others, and people keep thanking each other for the same, with no creativity at all.
I would have been delighted if I had received any response accepting the challenge to design a tool useful for recruiting. I did not mean that we could design such a tool in one go, but at least we could brainstorm together, which might lead to an appropriate tool.
Anyways, once again thanks for your responses.
Steve Jobs (Apple CEO) once said, "Stay Hungry Stay Foolish!"
Best Regards,
Gaurang
From India, Vadodara
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Thanks for the time you all have spent responding to my post. I posted the topic with the hope that something creative would come out of our collective efforts. However, after going through the various responses I have received, it made me believe that the platform is not capable enough to discuss topics that have no prepared answers. Many people have suggested using costly tools designed by somebody, but in recruitment, no such tools are available.
I just want to say one thing: every new question requires a new answer. Hence, I never opt for prepared answers and always try to explore new solutions.
Mostly, I have found that this platform shares presentations, files, and formats that are being used by others, and people keep thanking each other for the same, with no creativity at all.
I would have been delighted if I had received any response accepting the challenge to design a tool useful for recruiting. I did not mean that we could design such a tool in one go, but at least we could brainstorm together, which might lead to an appropriate tool.
Anyways, once again thanks for your responses.
Steve Jobs (Apple CEO) once said, "Stay Hungry Stay Foolish!"
Best Regards,
Gaurang
From India, Vadodara
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Gaurang,
It appears you are looking for a tool to assess the personality of a human being with 100% accuracy for recruitment. Your statement appears so casual that it makes me wonder if you are aware of what goes into designing an aptitude test, never mind a psychological assessment tool.
By the way, your question is not new. It has been around for a long time. The first known recorded use of personality assessment has been in the army, though I understand it goes back in time to the first wars being fought. 😉 The corporate world came looking much after this.
Don't get me wrong - I look for different answers myself. My thoughts are known to go off on tangents (my friends can testify to this) leading to different viewpoints. The normal bores me sometimes. But then the basics will rarely change.
Ninu - correct me if I am wrong, but I understand that there is NO such tool available which is a 100% predictor of human behaviour.
Yes, the Thomas profiling test is the only one I have seen so far which comes closest to 100% accurate prediction of personality. Even that test report is littered with phrases such as "likely to", "shows an indication of" and so on. No psychological assessment will give you a report in absolute terms. It would be highly presumptuous to accept such a report.
Any other comments on this?
Regards,
Ryan
From India, Mumbai
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It appears you are looking for a tool to assess the personality of a human being with 100% accuracy for recruitment. Your statement appears so casual that it makes me wonder if you are aware of what goes into designing an aptitude test, never mind a psychological assessment tool.
By the way, your question is not new. It has been around for a long time. The first known recorded use of personality assessment has been in the army, though I understand it goes back in time to the first wars being fought. 😉 The corporate world came looking much after this.
Don't get me wrong - I look for different answers myself. My thoughts are known to go off on tangents (my friends can testify to this) leading to different viewpoints. The normal bores me sometimes. But then the basics will rarely change.
Ninu - correct me if I am wrong, but I understand that there is NO such tool available which is a 100% predictor of human behaviour.
Yes, the Thomas profiling test is the only one I have seen so far which comes closest to 100% accurate prediction of personality. Even that test report is littered with phrases such as "likely to", "shows an indication of" and so on. No psychological assessment will give you a report in absolute terms. It would be highly presumptuous to accept such a report.
Any other comments on this?
Regards,
Ryan
From India, Mumbai
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Hi Gaurang,
Before you begin using "psychological" tests, I recommend you do a documented survey which clearly defines the "culture" of your organization.
As you do that, it may dawn upon you that you may not be able to draw a 100% accurate definition of your culture - values and behavior of your organization and its people. Even if you do, I'm curious to know if you have ever wondered just how exactly you would be able to demonstrate these patterns over and over again in your existing employees?
Now, assuming that you do have a foolproof way of "getting your existing employees to demonstrate patterns that depict your culture," you just have to start noticing those in the candidates you interview!! Right?
Well, give them case scenarios in the interviews you conduct. Note their responses, and the ones who behave like your existing employees would do (to the similar situation) are the ones fitting your culture! Right!
Nope... wrong! Your candidates and your employees are not lab rats that can be categorized and cloned and expected to behave as these books and tests say. Psychology has been wrong in doing so thanks to Jungian archetypes. They were meant to be points of reference and not filters that stereotype people!
Coming back to culture - your interpretation of your culture might largely differ from that of your line manager for whom you would be recruiting the candidate. What would you do then? Wouldn't all this be a waste of time except for a sweet learning that "I shall not repeat this mistake again."
More simply put, why do you want to waste your time with psychological tests (though they are good to save your job) when you can come up with your own? Beats me!
As a piece of advice, I'd say you can start out with a competency-based interview and have a method or interviewing technique which allows the candidate to demonstrate that specific competency. Such that all you have to do is measure his or her pattern of behavior against your required competency. Rank it and rate it. The one with the max score can be put forth for another round. Same goes with the culture.
All the best!
Nad
From India, Mumbai
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Before you begin using "psychological" tests, I recommend you do a documented survey which clearly defines the "culture" of your organization.
As you do that, it may dawn upon you that you may not be able to draw a 100% accurate definition of your culture - values and behavior of your organization and its people. Even if you do, I'm curious to know if you have ever wondered just how exactly you would be able to demonstrate these patterns over and over again in your existing employees?
Now, assuming that you do have a foolproof way of "getting your existing employees to demonstrate patterns that depict your culture," you just have to start noticing those in the candidates you interview!! Right?
Well, give them case scenarios in the interviews you conduct. Note their responses, and the ones who behave like your existing employees would do (to the similar situation) are the ones fitting your culture! Right!
Nope... wrong! Your candidates and your employees are not lab rats that can be categorized and cloned and expected to behave as these books and tests say. Psychology has been wrong in doing so thanks to Jungian archetypes. They were meant to be points of reference and not filters that stereotype people!
Coming back to culture - your interpretation of your culture might largely differ from that of your line manager for whom you would be recruiting the candidate. What would you do then? Wouldn't all this be a waste of time except for a sweet learning that "I shall not repeat this mistake again."
More simply put, why do you want to waste your time with psychological tests (though they are good to save your job) when you can come up with your own? Beats me!
As a piece of advice, I'd say you can start out with a competency-based interview and have a method or interviewing technique which allows the candidate to demonstrate that specific competency. Such that all you have to do is measure his or her pattern of behavior against your required competency. Rank it and rate it. The one with the max score can be put forth for another round. Same goes with the culture.
All the best!
Nad
From India, Mumbai
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Hi All!
There's a great discussion going on the psychological tests. I felt like sharing some questions for 'Temperament Testing'. These were shared by one of the forum members previously. Hope it's of some use to you. I myself had designed some psychological tests with a clinical psychologist for my MBA students, which I will share soon.
Regards,
Mrinal :)
From India, Pune
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There's a great discussion going on the psychological tests. I felt like sharing some questions for 'Temperament Testing'. These were shared by one of the forum members previously. Hope it's of some use to you. I myself had designed some psychological tests with a clinical psychologist for my MBA students, which I will share soon.
Regards,
Mrinal :)
From India, Pune
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Hi Mrinal,
That was a good assessment you posted. Can you give me details on who had posted it? I would like to know more about its background, the test group, a little more detail on the areas that it assesses, and the uses of the instrument.
I noticed that the test focuses on fears & disabilities, which generally have negative connotations in our world. I wanted more details on how these parameters were chosen.
By the way, have you seen the Strengthsfinder from Gallup? It's quite interesting. There's a book called "Know Your Strengths" by Donald Clifton and Marcus Buckingham (both of Gallup) which gives more information on this topic. It's quite fascinating as they speak about finding your strengths and then using them appropriately - whereas we (the world) have been taught from an early age to focus on improving faults, so no wonder we are negatively focused. 😊
I would like to have more discussions with you on this topic, offline if you wish.
Regards,
Ryan
From India, Mumbai
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That was a good assessment you posted. Can you give me details on who had posted it? I would like to know more about its background, the test group, a little more detail on the areas that it assesses, and the uses of the instrument.
I noticed that the test focuses on fears & disabilities, which generally have negative connotations in our world. I wanted more details on how these parameters were chosen.
By the way, have you seen the Strengthsfinder from Gallup? It's quite interesting. There's a book called "Know Your Strengths" by Donald Clifton and Marcus Buckingham (both of Gallup) which gives more information on this topic. It's quite fascinating as they speak about finding your strengths and then using them appropriately - whereas we (the world) have been taught from an early age to focus on improving faults, so no wonder we are negatively focused. 😊
I would like to have more discussions with you on this topic, offline if you wish.
Regards,
Ryan
From India, Mumbai
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Thank you, Ryan, for reviewing the test questions. Unfortunately, I don't remember or haven't stored the name of the test contributor. I will try to look for it. I do have short tests designed to assess involvement and commitment, primarily for students, which could be adapted for employees. I will share that soon. I am also interested in discussing this topic further. Feel free to write to me at 
.
Regards, Mrinal
From India, Pune
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Regards, Mrinal
From India, Pune
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Hi Colleagues,
We are using Predictive Index for such kinds of assessments for recruitment, training needs, coaching, as well as career development. I need to mention that, to my knowledge, PI requires a 3-day formal training with a considerable price and copyrighted software. However, you can be sure that it's worth the cost.
On the other hand, in order to use the company's resources (human, time, and money) efficiently and effectively, such kind of tool is inevitable.
Best regards,
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We are using Predictive Index for such kinds of assessments for recruitment, training needs, coaching, as well as career development. I need to mention that, to my knowledge, PI requires a 3-day formal training with a considerable price and copyrighted software. However, you can be sure that it's worth the cost.
On the other hand, in order to use the company's resources (human, time, and money) efficiently and effectively, such kind of tool is inevitable.
Best regards,
Acknowledge(0)Amend(0)
Dear Ryan,
As promised, I am attaching a file containing questions for psychological tests. I hope it's what you were looking for. These questions were developed by myself with the assistance of a clinical psychologist. If you can't open it without a password, the password is "mpm."
Thank you.
Regards,
Mrinal
From India, Pune
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As promised, I am attaching a file containing questions for psychological tests. I hope it's what you were looking for. These questions were developed by myself with the assistance of a clinical psychologist. If you can't open it without a password, the password is "mpm."
Thank you.
Regards,
Mrinal
From India, Pune
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Dear Mrinal Thanks for the tests.However, it is not mentioned how to interpret these tests ... hence it looks a bit incomplete..is there a way to know how to interpret the same.. regards Avneet
From India, Gurgaon
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From India, Gurgaon
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Dear All,
Regards,
Sharing an article with relation to Psychological Assessment, worth reading.
Surviving the Personality Test....
Companies are increasingly giving job candidates personality tests as part of the hiring process. But they're not trying to discern whether you're an extrovert or an introvert. These are specific evaluations -- often 200 or more questions -- that attempt to get to the heart of your personality, values, and the things that make you successful or not. Hiring managers say these tests more accurately predict whether a candidate will be successful instead of solely relying on a face-to-face interview. Plus, they're standardized so everyone gets the same questions, unlike in a job interview.
Face-to-face interviews are used in conjunction with the personality tests. With so many seemingly qualified candidates applying for jobs, this is another way to find the right one. One reason hiring managers and organizational psychologists like them is that candidates can't charm a personality test.
But can you cheat? Psychologists say absolutely not. The test designers can tell if a candidate is trying to give answers they think the manager wants to hear. "People have no idea what employers are looking for because with personality tests there are no right and wrong answers," says John W. Jones, president and chief psychologist for IPAT, a company that develops personality tests.
Their recommendation for prospective employees: View it as an extension of the interview and be totally honest.
"If people try to game the system, we jokingly say the person faked their way out of a job," says John Weiner, vice president of products and services for the testing firm, PSI.
"It's possible to distort your answers but not possible to create the profile [employers] want."
Most personality tests are given at the same time as the first round of interviews. Glenn DeBiasi, vice president of human resources for Alex Lee, a Hickory, N.C., food holding company, has been giving them for 10 years to everyone from clerks in the grocery store to top-level executives. "Some people are better cut out for the work and the culture," says DeBiasi. "The better we can do with fitting someone with a job and the culture here, the better it is for the company and the applicant."
At Alex Lee, all candidates are given similar variations of the test, but what they're looking for is different for each candidate. "To be a successful computer geek versus someone out there selling the products requires different personality traits," says DeBiasi.
For instance, to find out about a candidate's work ethic they might ask: "How often have you had to give up your leisure time to work" or "If you have plans on a Friday evening and your employer has an important deadline to meet, would you cancel private plans?"
Try to decipher this one: "When I was a child, people thought I was really cute."
"That identifies good salespeople because they think they're fabulously cute," says Robert Hogan, founder of the test design firm Hogan Assessment Systems.
Another sample question: "I take a different way home from work every night."
"That gets to a candidate's creativity," says Hogan. "The really good ones will say yes and I feel really guilty when I don't."
Murray Barrick, a professor of human resources at Texas A&M University says candidates are more likely to be honest and admit their faults when they're not dealing with a person. "It leads to more honesty when you're sitting down with a piece of paper," he says. "If you're looking someone right in the eye, you're not going to say, 'I give my best 90 percent of the time.'"
By Tara Weiss
From India, Pune
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Regards,
Sharing an article with relation to Psychological Assessment, worth reading.
Surviving the Personality Test....
Companies are increasingly giving job candidates personality tests as part of the hiring process. But they're not trying to discern whether you're an extrovert or an introvert. These are specific evaluations -- often 200 or more questions -- that attempt to get to the heart of your personality, values, and the things that make you successful or not. Hiring managers say these tests more accurately predict whether a candidate will be successful instead of solely relying on a face-to-face interview. Plus, they're standardized so everyone gets the same questions, unlike in a job interview.
Face-to-face interviews are used in conjunction with the personality tests. With so many seemingly qualified candidates applying for jobs, this is another way to find the right one. One reason hiring managers and organizational psychologists like them is that candidates can't charm a personality test.
But can you cheat? Psychologists say absolutely not. The test designers can tell if a candidate is trying to give answers they think the manager wants to hear. "People have no idea what employers are looking for because with personality tests there are no right and wrong answers," says John W. Jones, president and chief psychologist for IPAT, a company that develops personality tests.
Their recommendation for prospective employees: View it as an extension of the interview and be totally honest.
"If people try to game the system, we jokingly say the person faked their way out of a job," says John Weiner, vice president of products and services for the testing firm, PSI.
"It's possible to distort your answers but not possible to create the profile [employers] want."
Most personality tests are given at the same time as the first round of interviews. Glenn DeBiasi, vice president of human resources for Alex Lee, a Hickory, N.C., food holding company, has been giving them for 10 years to everyone from clerks in the grocery store to top-level executives. "Some people are better cut out for the work and the culture," says DeBiasi. "The better we can do with fitting someone with a job and the culture here, the better it is for the company and the applicant."
At Alex Lee, all candidates are given similar variations of the test, but what they're looking for is different for each candidate. "To be a successful computer geek versus someone out there selling the products requires different personality traits," says DeBiasi.
For instance, to find out about a candidate's work ethic they might ask: "How often have you had to give up your leisure time to work" or "If you have plans on a Friday evening and your employer has an important deadline to meet, would you cancel private plans?"
Try to decipher this one: "When I was a child, people thought I was really cute."
"That identifies good salespeople because they think they're fabulously cute," says Robert Hogan, founder of the test design firm Hogan Assessment Systems.
Another sample question: "I take a different way home from work every night."
"That gets to a candidate's creativity," says Hogan. "The really good ones will say yes and I feel really guilty when I don't."
Murray Barrick, a professor of human resources at Texas A&M University says candidates are more likely to be honest and admit their faults when they're not dealing with a person. "It leads to more honesty when you're sitting down with a piece of paper," he says. "If you're looking someone right in the eye, you're not going to say, 'I give my best 90 percent of the time.'"
By Tara Weiss
From India, Pune
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I have something to share regarding the reports that you all are discussing. I am not denying its fairness because many medium and large-scale organizations are conducting psychometric tests to identify and recruit the candidates they desire. It also aids them in the subsequent process of evaluating employees' performance.
I recently came across a new test. I'm not sure if you are familiar with it. It is called the Biometrics Multi-Intelligence Test, which is conducted by a machine. The loophole of psychometric tests is that any person can influence the results, but when discussing the Multi-Intelligence test conducted through Biometrics, it is entirely dependent on the individual's biological behavior. This report provides information on an individual's strengths and weaknesses, as well as their traits. This will assist organizations in avoiding incorrect recruitment decisions, in performance appraisals, promotions (both horizontal and vertical), etc. Since nobody can influence their body, it is only the mind that can create deception, as often seen in many interviews, leading organizations to realize later that they made an incorrect recruitment decision.
I hope this information will aid you in further assessing the candidates.
Additionally, this report is valid for a lifetime. It is a one-time investment from which both the employee and employer can determine where efforts should be focused.
Regards,
Yash Sharma
From India, Vadodara
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I recently came across a new test. I'm not sure if you are familiar with it. It is called the Biometrics Multi-Intelligence Test, which is conducted by a machine. The loophole of psychometric tests is that any person can influence the results, but when discussing the Multi-Intelligence test conducted through Biometrics, it is entirely dependent on the individual's biological behavior. This report provides information on an individual's strengths and weaknesses, as well as their traits. This will assist organizations in avoiding incorrect recruitment decisions, in performance appraisals, promotions (both horizontal and vertical), etc. Since nobody can influence their body, it is only the mind that can create deception, as often seen in many interviews, leading organizations to realize later that they made an incorrect recruitment decision.
I hope this information will aid you in further assessing the candidates.
Additionally, this report is valid for a lifetime. It is a one-time investment from which both the employee and employer can determine where efforts should be focused.
Regards,
Yash Sharma
From India, Vadodara
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Interview Assessment Format 2(1)1.xls