Hello friends,

I head the HR team of a manufacturing company in Abu Dhabi. It's nice to have an online forum in Dubai. I would like to join you guys. Also, would somebody please tell me the sources from where I can get some reading material on "psychometric testing for job selection"?

BINDU NAIR

From United Arab Emirates, Dubai
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Hi Bindu, Hope this attached file helps. Geetha
From India, Coimbatore
Attached Files (Download Requires Membership)
File Type: pdf Psychometrics - Tests & HR.pdf (280.3 KB, 3712 views)

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Hi all,

As the thread is on Psychometric testing, I just wanted to continue on the same topic. Do you have an idea about the course conducted by the Arabian Assessment Center on Psychological Assessment Training certified by the British Psychological Society? I have taken a risk by investing in the training and will be attending the course in June. Let's see how it goes... I'm just hoping for the best.

From United+Arab+Emirates, Dubai
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Hi Sandeep, Can you pls post a link on where I can get the details of the course you have said? I am planning to do the MBTI certification course in Dubai in July. Geetha
From India, Coimbatore
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Hello everyone,

Regarding psychometric testing, I have been working in a psychometric development company for the past three years and I could recommend the following when it comes to selecting a psychometric tool to use in recruitment. There are two types of psychometric tests:

- Ipsative tests
- Normative tests

I wouldn't recommend the use of the first in recruitment and selection, while the use of the second is based on how valid and reliable the tool you are picking is. Based on my experience, most of the tools used in Dubai are Ipsative. Unfortunately, the tools used by Arabian Assessments are not recommendable to be used in selection. There are two companies in Dubai that I know of which supply normative assessments. If you need details of these companies, let me know and send me your email and number, and I'll have someone call you, provide you with some reading material, and do a presentation for you.

All the best,
Feras

From United Arab Emirates, Dubai
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A normative assessment is one in which the candidate is measured against the normal population. You may be familiar with a Normal Distribution Curve, opposite. This is the bell-shaped curve which describes many natural phenomena. 68% of the population in the sample will score in the 4, 5, 6, 7 range; while 16% will score 1, 2, or 3 and the other 16% 8, 9, or 10.

Ipsative literally means "of the self" (Latin derivation) and is used in psychology as in the phrase "ipsative measure" to indicate that the measure was a self-reporting measure.

Examples of ipsative measures include questions that ask the participant to rate their preferences or to give a score between 1 and 7 indicating how they feel about a particular statement.

In education, "ipsative assessment" is the practice of assessing present performance against the prior performance of the person being assessed. In athletics, for example, a "personal best" is an ipsative assessment.

These different types of assessments become very important when selecting what type of assessment to use in a particular situation.

Ipsative type assessments should not be used in recruitment. According to experts in this field, companies should avoid using tools that talk about how a candidate is better at one thing than another. They do not compare the candidate to the outside world and are therefore not providing useful decision-making information for recruitment.

From United Arab Emirates, Dubai
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Hi Feras,

Thank you for the information. Can you please provide me with the details of the companies that supply Normative assessments? You can reach me at mildred221981@gmail.com.

Thanks once again. Cheers!!!

From United+Arab+Emirates, Dubai
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Adding to this interesting discussion I am attaching a flyer to give more info about an interesting Tool, Trimetrix of TTi.
About the Course:
The CPBA Training teaches one, basic and advanced application of the behavioral models. Participants will be trained in the interpretation and practical application of the assessments created by TTI Performance Systems Ltd. These tools have immediate real-world applications in the areas of:
• Recruitment
• Coaching
• Individual Personal Development
• Identifying Dynamic Teams Within Organizations
• Conflict Negotiation
• Team Building
• Interpersonal Communication Skills
We are conducting th CPBA program in the month of June 2008 in Chennai.
Those of you interested in attending this 2 -day workshop which leads to the certification of CPBA-Certified Professional Behavior Analyst, get in touch with me at or .
Have a nice Day!
Sujatha

From India, Bhilai
Attached Files (Download Requires Membership)
File Type: pdf TriMet flyer.pdf (57.3 KB, 334 views)

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Adding to this interesting discussion I am attaching a flyer to give more info about an interesting Tool, Trimetrix of TTI.This has immediate real-world applications in the areas of:
• Recruitment
• Coaching
• Individual Personal Development
• Identifying Dynamic Teams Within Organizations
• Conflict Negotiation
• Team Building
• Interpersonal Communication Skills
We are conducting a program in the month of June 2008 in Chennai, leading to certification as CPBA ( Certified Profssional Bhavioural Analyst).The CPBA Training teaches one, basic and advanced application of the behavioral models. Participants will be trained in the interpretation and practical application of the assessments created by TTI Performance Systems Ltd.
Those of you interested in attending this 2 -day workshop which leads to the certification of CPBA-Certified Professional Behavior Analyst, get in touch with me at or .
Have a nice Day!
Sujatha

From India, Bhilai
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WHY USE ASSESSMENTS?


Reasons to use pre-employment assessments
  • Two of three new hires will disappoint in the first year
  • Two of three employees would rather work somewhere else
  • Ninety-five of 100 applicants will "exaggerate" to get a job
  • Most hiring decisions are made in haste - during the first five minutes of an interview
  • One of three businesses will be sued this year over an employment issue
  • Turnover costs thousands of dollars for every departing employee
  • Eighty percent of employee turnover is avoidable
AND...

You want employees who are dependable
In 1998, absenteeism cost employers $757 per employee, according to a report in USA TODAY. This was the direct cost reported by a survey of human resource professionals and does not include the cost of hiring others or paying overtime to perform the work of absent employees.

You can be held liable for employees' behavior on and off the job
You must know the nature of the people you hire because their criminal behavior could cost your business millions of dollars. Every time you hire without practicing due diligence, you may be accepting liability for their actions - even when they are "off the clock."


You can be sued for illegal discrimination
In the absence of objective data, how can you demonstrate a hiring/promotion decision was made objectively, without discrimination because of gender, race, religion, etc.


Résumé writers write great fiction
In a survey of recent college graduates, 95% said they would be willing to make a false statement in their résumés in order to get a job. Forty-one percent admitted they had already done so, according to a report in Nation's Business (May, 1999).


Testing is acceptable, even expected
As reported in Molding Systems (May, 1999, v57 i5 p56(1)), a survey found that 92% of job applicants accept testing as part of the job qualification process. Only 3% resent it, while 5% were neutral.


Assessments offer a solution
Historically, employers depend upon résumés, references and interviews as sources of information for making hiring decisions. In practice, these sources have proved inadequate for consistently selecting good employees.

When training employees, a "one size fits all" approach has failed to provide the desired results.
When selecting people for promotion, otherwise excellent employees have too often been miscast into roles they could not perform satisfactorily.
Clearly, an essential ingredient for making "people decisions" has been missing from the formula.
The use of assessments has become essential to employers who
  • want to put the right people into jobs;
  • provide employees with effective training;
  • help their managers to become more effective; and
  • promote people into positions where they will succeed.
The use of assessments has resulted in extraordinary increases in productivity while reducing employee relations problems, employee turnover, stress, tension, conflict and overall human resources expenses.
Several factors contribute to the failure of traditional hiring methods. Résumés often contain false claims of education and experience while omitting information that would help employers make better hiring decisions.
Business references are of little value because most past-employers will tell you nothing but "name, rank and serial number."
These realities are the reason interviews have become the most influential factor in hiring and promotion decisions. However, experience shows only a coincidental correlation between the ability to deliver well in an interview and to deliver well on the job. Studies peg this correlation at 14% -- one good employee in every seven hires. Even background checks don't help much. The success rate becomes 26%, but that's only one good hire in every four. Unfortunately, many employers have accepted these poor results and the high cost of excessive turnover as a business reality. They have flown the white flag of surrender.

Don't Surrender! Assessments do help significantly
Assessing behavioral traits improved the hiring success rate to 38%.
When both thinking abilities and behavioral traits are assessed, the right people are hired 54% of the time.

When an assessment of occupational interests is added, successful results improve to 66%.
The most impressive results are achieved, however, when an integrated assessment is used - one that measures behavioral traits, thinking, occupational interests, plus "Job Match."
These integrated assessments employ cutting-edge technology and empirical data to assess the qualities of "The Total Person." In doing so, the individual qualities of candidates are compared to the qualities of employees who performing their duties in a superior manner. These 21st Century assessments successfully identify potentially excellent employees better than 75% of the time.

Job Match outranks all other factors
A well-documented study, published in Harvard Business Review concludes that "Job Match" is by far the most reliable predictor of effectiveness on the job. The study considered many factors including the age, sex, race, education and experience of approximately 300,000 subjects. It evaluated their job performance and found no significant statistical differences, except in the area of "Job Match." The conclusion: "It's not experience that counts or college degrees or other accepted factors; success hinges on a fit with the job."
The only reliable method for evaluating "Job Match" is with a properly designed assessment instrument, capable of measuring the essential job-related characteristics particular to each specific job. Profiles International has assessments designed for this purpose.

From United Arab Emirates, Dubai
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Ipsative versus Normative Assessments

... “must-know” knowledge for all HIRING PROFESSIONALS

The following extract was taken from an interview in July 2005. It outlines a point we all make frequently on why DISC-type tools like Myers-Briggs, Thomas and other Ipsative assessments (the largest class of assessments you are likely to encounter in competitive situations) offer us no competition in a hiring situation.

Everyone involved in the marketing, sale or support of Profiles products must be entirely conversant with the points made here in an interview with Dr. P. A. Lindley, a well-established and respected assessment specialist and a member of the British Psychological Society:
Mr. Creelman: “...Myers Briggs is the test everybody knows, but at the same time experts say don't use it in recruitment. What can personality tests do for us in recruitment?”
Dr. Lindley: “Certainly I'd agree that Myers-Briggs should not be used for selection. The people who developed publish and market Myers-Briggs would also stress that. It isn't a tool for selection; rather it's a tool for personal development. It can be used in groups to help individuals understand one another but it's certainly not a selection test.
“For selection, you want to rule out tests that are just referring to yourself rather than comparing you to a larger population. Anything that talks about how you are better at one thing than another, but doesn't compare you to the outside world, isn't helpful. The technical term for these types of tests is Ipsative tests. An Ipsative test would ask: ‘Which do you prefer, being in control or being active?’ You might like both or you might hate both and you may say you would like to be in control even though you might actually prefer to be active. You might be operating at a very low level or a very high level but all Ipsative tests tell you is which one you prefer rather than how that preference compares to the other candidates.”
Ipsative assessments use the “self” as the standard for comparison. In example, “You report that you are more assertive than you are social.” There is no basis for comparison between your scores and any other scores.
With normative assessments, your scores are compared with a specific population. In example, “Your assertive scores are as high, or higher, than 85% of the working population.”
a normative assessment overcomes the shortcomings of Ipsative tools. it compares the assessed candidate to two key audiences in the ‘outside world’ referred to by Dr. Lindley above:
  • The general working population as represented by a sample of more than 140,000 assessment takers that form part of the validation and reliability studies
  • The population of “top performers” in the position that the person is applying for in the form of the concurrent pattern developed from these top performers’ results.

From United Arab Emirates, Dubai
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Dear Feras,

Can you comment on the use of assessment centers in your area? What components are included? In my experience, most assessment centers in the UAE have included psychometric testing, structured BBI's, and case studies or some type of in-basket exercises. More and more, I am seeing requests for customized activities, such as simulations or role plays.

What are your thoughts?

Regards,

From United Arab Emirates, Dubai
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Dear Bruncha,

As you mentioned earlier, assessment centers will include in-basket exercises, or in-tray exercises, psychometrics, simulations, role plays, interview simulations, presentations, case studies, discussion groups, and negotiation simulations. Now, all of these should be customized to the size of the group undertaking it, which in the best situations would be anywhere between 4 to 8 people. The closer it is to 4, the better it is. Another area for customization would be the level or band of the people undergoing it.

With regards to assessment centers, we have facilitated and conducted many, and all of them were customized as per the clients' needs. There are a minority of people or companies that would use off-the-shelf solutions when it comes to assessment and development centers.

From United Arab Emirates, Dubai
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Dear Feras,

I agree; the best practice in assessment centers dictates customization and the use of methods for the desired outcomes. I hope that the points you and I are making serve to enhance awareness among the citehr community. While assessments can be used to support HR initiatives, it's not as simple as copying a test, scoring, and giving some short and sweet comment on findings.

I have been engaged in a wide range of assessment center projects, and yes, most have been customized for the desired outcome of the client group in reference to job grade, the competencies being sought, etc. As someone trained at the graduate level in psychology and certified as a Level A and B Workplace Assessor, I support your concern for the appropriate use of testing.

Best regards,
Bruncha

From United Arab Emirates, Dubai
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Hi Geetha,

Thank you for the information you provided. It was very helpful. I have a question regarding the use of psychometric testing for recruitment. Considering the time constraints, is it feasible to incorporate psychometric testing into our recruitment process? If so, how effective is it in evaluating candidates?

Regards,
Jyoti

From India, Pune
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Hi, Jyoti,

Time constraint? Yes, it does exist. However, I believe that spending more time choosing the right person is more important than selecting an average person who may not fit the job very well. This can lead to increased costs for the company, both in terms of time and money. It is definitely a challenge.

Please read the post by Feras on Normative Vs. Ipsative. The effectiveness of the tests depends on how they are used. It is not just about filling out a questionnaire and interpreting the results; it is more about determining whether the results align closely with the job profile. Once again, the key point in Feras's post is the 'job match.'

A psychometric test may reveal that a person has highly creative thinking. However, the question is, do you need someone in an entry-level position to possess that level of creativity? That is a decision you must make.

I firmly believe that investing time in recruitment is more beneficial than having to resort to extensive damage control measures during performance appraisals or reviews.

If you require immediate results, there are numerous UK-based organizations that offer these tests online and provide the interpreted results to the employer.

Geetha

From India, Coimbatore
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Hi Geetha and Jyothi,

Yes, psychometric testing is very interesting, and the procedure is enriching for the individual and the company as well.

Recently, we enabled the same for a company. They went through the initial screening and narrowed down to the final two candidates. After the HR round, they requested that the online assessment be done for the candidates. They are convinced about the reports. The procedure they adopted is as follows:

1. They validate their findings with those of the reports and then decide if the candidate really fits the job – that is, if the candidate has the basic talent and values required for the job. If yes, they hire the candidate.
2. They also determine if they can find the right role/job that best fits the candidate if the candidate is very good and extremely valuable for the company. This way, the best talent is nurtured within the company.
3. In certain cases, the candidates overall fit the job requirements; however, they may need enhancement in some skills. In this case, the particular skill set needs to be addressed during the training needs analysis.

For requirements/details regarding TTI Online Assessment Tools, feel free to contact or .

From India, Bhilai
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Feras, I would be interested in knowing the 2 companies in Dubai as well...Could drop me at line, since I have often engaged in assessment related projects. Cheers Bruncha
From United Arab Emirates, Dubai
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Hello Feras,

Could you please send me information on the two companies in Dubai that offer normative psychometric testing? I work as a recruitment manager for a large organization, and I am interested in using psychometric testing for selection.

Thank you

From United Arab Emirates, Dubai
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Hi, please visit Psychometric tests & Objective assessments for Recruitment powered by E-testing - Central Test International, The leader in psychometrics for psychometric tests in Dubai.
From India, Hyderabad
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Greetings to all,

From Wikipedia:

A norm-referenced test (NRT) is a type of test, assessment, or evaluation which yields an estimate of the position of the tested individual in a predefined population, with respect to the trait being measured. This estimate is derived from the analysis of test scores and possibly other relevant data from a sample drawn from the population. The term "normative assessment" refers to the process of comparing one test-taker to his or her peers.

I will attempt a simple, high-level explanation of how norm-referenced tests are created and used.

What that means is the test has been administered to a large enough sample of a group, i.e., Emirati Nationals, or UAE Expats, or First language French, etc., to obtain data that can be analyzed with statistical tools, to obtain a frequency distribution, or what is often called the "bell curve."

Stats like mean, mode, standard deviation, (and a few more) are used to come up with the norms for the said group.

Now you have the basis upon which to compare a current test-taker on a particular scale of the test, say extroversion, against the norms for his/her peer group.

The results for the individual are COMPARED against the norm group for how he/she scored in that comparison.

For example, if a candidate is rated high on extroversion on a norm-referenced test, then that person is likely to be more inclined to prefer a lot of personal interaction as opposed to someone whose focus may be more task-oriented.

How might this be valuable in recruitment? Here is a hypothetical case.

Let's say I score very low on extroversion and I am being recruited for a salesperson who has to meet new people all the time and in new or unfamiliar situations. I may find that quite a challenging function of my work, as opposed to the person who enjoys a lot of personal interaction and has little difficulty in meeting strangers. Given other traits on which I am measured, I might not be the best fit for the salesperson, and there may be a candidate whose personality preferences make him more likely to perform well in that situation.

What I just outlined is a bit simplistic, but I hope you get the idea.

You might say, well, is the test enough upon which to make the selection for a salesperson?

The answer is NO...psychometric tests are not designed to be used as the sole criterion upon which you make a high-stakes decision. Therefore, assessment center activities often include a face-to-face interview where the candidate is evaluated for relevant BEHAVIORAL indicators of the competency you are looking for, and often are subjected to other tools, like a group interaction, or a simulation or a role play.

Psychometric testing is just one tool to use, and never as a stand-alone for recruitment.

Lastly, it has been said that Arabian Assessment instruments are solely ipsative in nature; this is not the case. If you contact them, they will be happy to discuss the various norm groups that are available against which your candidates can be measured.

I use the instruments available with AA, and my clients are satisfied with the overall assessment results obtained, provided, of course, you employ other assessment techniques and use qualified assessors to perform the tasks involved.

Please feel free to contact me individually if you want to discuss the value of testing and the proper use of psychometric tools.

Regards,

From United Arab Emirates, Dubai
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Hi Bindu,

We are a company providing online psychometric tests to more than 3000 companies across the globe. If you are interested in trying some of our tests for free, please visit our site [Psychometric test & Psychometric testing powered by E-testing with asia.centraltest.com, The leader in online psychometric testing](http://www.asia.centraltest.com) and register for our no strings attached free trial offer. Alternatively, you can write to me directly if you have any personalized assessment needs.

Regards,
Mary

From India, Hyderabad
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Mary,

I took a look at your BF5 description. Is there a technical manual available to look at your validity and reliability information? I would be interested in the methods used for determining reliability.

I would also like to review the normative information on this instrument.

Regards, Bruncha

From United Arab Emirates, Dubai
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Hello, just wanted to convey that the example provided below for an ipsative test is incorrect. In addition, the assertion that Arabian Assessment only offers Ipsative tests is also wrong.

Firstly, while you are correct to state that Ipsative testing is about self-referencing, it is not where we offer a candidate to rate themselves from 1 to 7. Rating scales such as these form NORMATIVE tests. It is only where the candidate is forced to choose from a number of statements which are more or less like them or which they prefer and do not prefer, etc. (ranking not rating) that we can say an ipsative test is being used. The tests offered by Arabian Assessment are ALL normative tests. My guess is that the contributor to this article is related to the (misinformed) competition and is trying to misinform others about Arabian Assessment.

"A normative assessment is one in which the candidate is measured against the normal population. You may be familiar with a Normal Distribution Curve, opposite. This is the bell-shaped curve that describes many natural phenomena. 68% of the population in the sample will score in the 4, 5, 6, 7 range; while 16% will score 1, 2, or 3, and the other 16% 8, 9, or 10."

Ipsative literally means "of the self" (Latin derivation) and is used in psychology as in the phrase "ipsative measure" to indicate that the measure was a self-reporting measure. Examples of ipsative measures include questions that ask the participant to rate their preferences or to give a score between 1 and 7 indicating how they feel about a particular statement.

In education, "ipsative assessment" is the practice of assessing present performance against the prior performance of the person being assessed. In athletics, for example, a "personal best" is an ipsative assessment. These different types of assessments become very important when selecting what type of assessment to use in a particular situation.

Ipsative type assessments should not be used in recruitment. According to experts in this field, companies should avoid using tools that talk about how a candidate is better at one thing than another. They do not compare the candidate to the outside world and are, therefore, not providing useful decision-making information for recruitment.

From Hong Kong, Chai Wan
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vftyftyftyftyititifty
From India, Madras
Attached Files (Download Requires Membership)
File Type: doc INTRODUCTION ABOUT YHE STUDY.doc (83.0 KB, 82 views)

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Dear Mr./Ms. Psynews,

First of all, thank you for correcting me on that notion, which I hope this message corrects. Though it would be wrong to state that I have posted that on a notion that I am related to one party or the other, the information I posted regarding Ipsative Vs. Normative assessments is reliable, and I stand by it. By the way, I am not related to any party because I use a lot of varied products, including ipsative assessments from various suppliers. I do not see grounds for an argument here except for the matter of the Arabian Assessments, which I consider a mistake committed due to a certain mix-up with products (mix-up between Psytech and another company and their representatives in the Middle East). But all I was trying to highlight in the captioned quote is that Ipsative assessments are not to be used in a hiring situation as they could be easily manipulated. I do not know if you agree with me on this, but for developmental uses, I do not see a reason why they cannot be used. If you see the name of the party being interviewed and who shared that caption, then I guess you would agree with me that it is reliable.

Thank you very much for your post.

Best regards,

Feras

From United Arab Emirates, Dubai
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To avoid a mix-up due to the post above, this is the original post I have posted and which formed an argument:

Ipsative versus Normative Assessments

"must-know" knowledge for all HIRING PROFESSIONALS

The following extract was taken from an interview in July 2005. It outlines a point we all make frequently on why DISC-type tools like Myers-Briggs, Thomas, and other Ipsative assessments (the largest class of assessments you are likely to encounter in competitive situations) offer us no competition in a hiring situation.

Everyone involved in the marketing, sale, or support of Profiles products must be entirely conversant with the points made here in an interview with Dr. P. A. Lindley, a well-established and respected assessment specialist and a member of the British Psychological Society:

Mr. Creelman: "...Myers Briggs is the test everybody knows, but at the same time experts say don't use it in recruitment. What can personality tests do for us in recruitment?"
Dr. Lindley: "Certainly I'd agree that Myers-Briggs should not be used for selection. The people who developed, published, and market Myers-Briggs would also stress that. It isn't a tool for selection; rather it's a tool for personal development. It can be used in groups to help individuals understand one another, but it's certainly not a selection test.
"For selection, you want to rule out tests that are just referring to yourself rather than comparing you to a larger population. Anything that talks about how you are better at one thing than another, but doesn't compare you to the outside world, isn't helpful. The technical term for these types of tests is Ipsative tests. An Ipsative test would ask: 'Which do you prefer, being in control or being active?' You might like both or you might hate both, and you may say you would like to be in control even though you might actually prefer to be active. You might be operating at a very low level or a very high level, but all Ipsative tests tell you is which one you prefer rather than how that preference compares to the other candidates."

Ipsative assessments use the "self" as the standard for comparison. For example, "You report that you are more assertive than you are social." There is no basis for comparison between your scores and any other scores.

With normative assessments, your scores are compared with a specific population. For example, "Your assertive scores are as high, or higher, than 85% of the working population."

A normative assessment overcomes the shortcomings of Ipsative tools. It compares the assessed candidate to two key audiences in the 'outside world' referred to by Dr. Lindley above:
- The general working population as represented by a sample of more than 140,000 assessment takers that form part of the validation and reliability studies
- The population of "top performers" in the position that the person is applying for in the form of the concurrent pattern developed from these top performers' results.

From United Arab Emirates, Dubai
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A normative assessment is one in which the candidate is measured against the normal population. You may be familiar with a Normal Distribution Curve, opposite. This is the bell-shaped curve which describes many natural phenomena. 68% of the population in the sample will score in the 4, 5, 6, 7 range; while 16% will score 1, 2, or 3 and the other 16% 8, 9, or 10.

Ipsative literally means "of the self" (Latin derivation), and is used in psychology as in the phrase "ipsative measure" to indicate that the measure was a self-reporting measure.

Examples of ipsative measures include questions that ask the participant to rate their preferences, or to give a score between 1 and 7 indicating how they feel about a particular statement.

In education, "ipsative assessment" is the practice of assessing present performance against the prior performance of the person being assessed. In athletics, for example, a "personal best" is an ipsative assessment.

These different types of assessments become very important when selecting what type of assessment to use in a particular situation.

Ipsative-type assessments should not be used in recruitment. According to experts in this field, companies should avoid using tools that talk about how a candidate is better at one thing than another. They do not compare the candidate to the outside world and are therefore not providing useful decision-making information for recruitment.

From United Arab Emirates, Dubai
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Examples of ipsative measures include questions that ask the participant to rate their preferences, or to give a score between 1 and 7 indicating how they feel about a particular statement.

In a sense, kindly rate the following 7 statements from the one that most describes you to the one that least describes you - 1 being most like you and 7 being least like you. Here, we are comparing the trait to another trait and not to a norm group, which makes it ipsative. Regardless of the number of statements or descriptions they have to compare themselves to, the self is the benchmark here and not a target population. Also, forced choices are used in certain normative tests and not just in ipsative ones.

From United Arab Emirates, Dubai
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Hi,

There is just one and only one rule to decide whether a test is IPSATIVE or NORMATIVE, and that is:

IF THE SCORES ON THE DIMENSIONS (FACTORS) OF THE TEST ARE COMPARED (and comparable) TO A REFERENCE GROUP, THE TEST IS NORMATIVE.

IF THE SCORES ON THE DIMENSIONS (FACTORS) OF THE TEST ARE COMPARED (and comparable) WITHIN INDIVIDUAL'S OWN SCORES, THE TEST IS IPSATIVE.

An ideal example for an IPSATIVE test is Belbin's Team Role Instrument as it assesses the RELATIVE DOMINANCE of 8 roles.

An ideal example for a NORMATIVE test is 16PF.

MBTI is an IPSATIVE test as it does not compare individuals with any reference group, but if you just make the database of all scores on E, I, S, N, T, F, J, and P and their various combinations, you can have a reference group to compare with (though it will be theoretically incorrect to do that and would not yield any practical result).

The format of the question does not decide whether a test is normative or ipsative, but it definitely has an impact on whether a test can be used normatively or not. For example, ordinal scales cannot be the basis for normative tests (such as Belbin's Team Role).

Regards,

From India, Hyderabad
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Hi Chamu, Trimetrix is a company and CPVA is a psychometric assessment tool. Just google these words and you will find a lot of details.
From India, Hyderabad
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Dear Vijay,

Thank you very much, that is exactly what I was trying to convey. However, there was an earlier misunderstanding that required me to make all the previous posts, which threw things off track.

Regards,
Feras


From United Arab Emirates, Dubai
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hi, i wanted to do a project on psychomteric analysis... can u pls help.. by explaining few tips of wht exacltly is psychometry.....
From India, Hyderabad
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Hi BINDUNAIR, I will tell your answer. I had varous types of Psychometric test, you can Read on this site www.psychometrica.ae. I hope you really like that.
From India, Mumbai
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Accredited Psychometric Certification in India

For those interested in Accredited Psychometric Certification in India, please refer to this page: http://thepsychometricworld.com/trai...ification.html.

This is the only course in India (as of now) that is based on the curriculum prescribed by IIBP (www.iibp.org.in) and NAOP (www.naopindia.org). It provides you with knowledge and skills for administering and interpreting any psychometric test, rather than being limited to some. Seventeen batches have already been conducted since 2011, and those who are qualified are added to the National Register of Qualified Professionals (http://iibp.org.in/certified-professional-member-list/).

The next batches are scheduled in New Delhi and Mumbai. For further information, please visit the site www.thepsychometricworld.com.

Warm regards,
Vijai Pandey

From India, Hyderabad
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