Hi, Kindly guide me on psychometric test, can we really assess a person with psychometric test?
From United Arab Emirates, Abu Dhabi
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From United Arab Emirates, Abu Dhabi
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Hi,
Psychometric tests can be broadly divided into two main categories:
1. Tests of maximum performance, such as ability or aptitude.
2. Tests of typical performance, such as personality or interest.
An ability test is designed to measure maximum performance and potential in a number of areas. These abilities can be measured separately or combined to give an assessment of overall general ability. Often tests are constructed so that they relate to a specific job or skill and assess things such as perceptual speed or mechanical reasoning.
Examples of ability tests are general intelligence tests (IQ tests), knowledge-based attainment tests, and aptitude tests, which test the ability to use knowledge.
In the case of most aptitude tests, there is usually a set time limit that must be strictly adhered to in order for the test to be valid, and there is usually an average score that has been standardized in comparison with a group of people who have taken the same test.
There are different types of aptitude, which may be summarized as follows: General Learning, Verbal Aptitude, Clerical Perception, etc.
When taken under these conditions, there may be up to five levels of test performance expressed in percentage terms in comparison with the average score established:
1. Top 10% of the population - extremely high degree of aptitude.
2. Top one-third (excluding the top 10%) - high degree of aptitude.
3. A score obtained by one-third of the population - average degree of aptitude.
4. Lowest one-third - below average.
5. Lowest 10% - minimal aptitude.
From India, Secunderabad
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12Psychometric tests can be broadly divided into two main categories:
1. Tests of maximum performance, such as ability or aptitude.
2. Tests of typical performance, such as personality or interest.
An ability test is designed to measure maximum performance and potential in a number of areas. These abilities can be measured separately or combined to give an assessment of overall general ability. Often tests are constructed so that they relate to a specific job or skill and assess things such as perceptual speed or mechanical reasoning.
Examples of ability tests are general intelligence tests (IQ tests), knowledge-based attainment tests, and aptitude tests, which test the ability to use knowledge.
In the case of most aptitude tests, there is usually a set time limit that must be strictly adhered to in order for the test to be valid, and there is usually an average score that has been standardized in comparison with a group of people who have taken the same test.
There are different types of aptitude, which may be summarized as follows: General Learning, Verbal Aptitude, Clerical Perception, etc.
When taken under these conditions, there may be up to five levels of test performance expressed in percentage terms in comparison with the average score established:
1. Top 10% of the population - extremely high degree of aptitude.
2. Top one-third (excluding the top 10%) - high degree of aptitude.
3. A score obtained by one-third of the population - average degree of aptitude.
4. Lowest one-third - below average.
5. Lowest 10% - minimal aptitude.
From India, Secunderabad
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Hi Poonam,
I am into consulting and have been using assessments for about 10 years now. To tell you the truth, there are many other assessment instruments available in the market that can be applied to all HR functions effectively, and perhaps more effectively than 16PF. Most assessments can be taken online these days, and some even provide trial assessments to help one evaluate the credibility of such assessments. We are authorized users of assessments from Profiles International Inc., USA, and Zerorisk HR Inc., USA.
You can judge an assessment by the reliability (Alpha - coefficient reliability) and validity (Construct Validity) data that the developers might share on demand. A few sample reports for the assessment we use are attached to help your understanding. You may contact me for any further information about these assessments.
Sincerely,
Pradipta Chatterjee Icon Consultancy Services Kolkata
+919831483770
From India, Calcutta
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I am into consulting and have been using assessments for about 10 years now. To tell you the truth, there are many other assessment instruments available in the market that can be applied to all HR functions effectively, and perhaps more effectively than 16PF. Most assessments can be taken online these days, and some even provide trial assessments to help one evaluate the credibility of such assessments. We are authorized users of assessments from Profiles International Inc., USA, and Zerorisk HR Inc., USA.
You can judge an assessment by the reliability (Alpha - coefficient reliability) and validity (Construct Validity) data that the developers might share on demand. A few sample reports for the assessment we use are attached to help your understanding. You may contact me for any further information about these assessments.
Sincerely,
Pradipta Chatterjee Icon Consultancy Services Kolkata
From India, Calcutta
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Yes, you can. The behavioral assessment is pretty accurate, but you need to seek the help of consultants who have years of experience in creating tests. Ensure you conduct a thorough analysis before deciding on implementing the tests, the evaluation methods, and the validity. To do this, you will need to screen any consultants who approach you based on their success stories and industry references.
Search online for a few tests available for free. Try taking them and see for yourself if the results match you. Ensure you choose answers that reflect your response rather than what you would prefer as an "expected response." Only then will it be accurate.
From India, Madras
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Search online for a few tests available for free. Try taking them and see for yourself if the results match you. Ensure you choose answers that reflect your response rather than what you would prefer as an "expected response." Only then will it be accurate.
From India, Madras
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Dear Ash, Poonam Sanil,
I'm a trainer with NIS Sparta, and I have conducted DiSC (Similar to PF 16) from Inscape Publishing for our clients. These programs are to be "handled with care" since they deal with the sensitivity of the individual.
I would appreciate it if you could guide me through the debrief of these sessions, i.e., once the personality type or traits are identified, or let's say once the HR conducts these tests, what's next? Do you have reference material on debriefing, or can you guide me to some links on the net?
Regards, Neeta NIS Sparta
From India, Delhi
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I'm a trainer with NIS Sparta, and I have conducted DiSC (Similar to PF 16) from Inscape Publishing for our clients. These programs are to be "handled with care" since they deal with the sensitivity of the individual.
I would appreciate it if you could guide me through the debrief of these sessions, i.e., once the personality type or traits are identified, or let's say once the HR conducts these tests, what's next? Do you have reference material on debriefing, or can you guide me to some links on the net?
Regards, Neeta NIS Sparta
From India, Delhi
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