I recently encountered the selection process by TNT Logistics. I was able to clear all the rounds; I cleared the Group Discussion (GD) and Personal Interview (PI). Later on, they shortlisted 3 candidates, and then it was time for a psychometric test. Unfortunately, they eliminated me after that. I wanted to know if a psychometric test can be considered as an elimination tool, especially at the last stage of the process. Moreover, it was clearly mentioned in the paper that this test does not decide a PASS or FAIL outcome.
For your information, the post offered was Management Trainee in Operations Management.
From India, Bangalore
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For your information, the post offered was Management Trainee in Operations Management.
From India, Bangalore
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Hi,
According to the rules of psychological assessment, personality assessment tests cannot be used in isolation to select or reject candidates. The tests provide the interviewer with points on which he or she may base the interview. In your case, it's possible that they had already planned to eliminate you before taking the test. However, you may ask the concerned person in the HR for clarifications.
Regards,
Deepti
From India, Pune
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According to the rules of psychological assessment, personality assessment tests cannot be used in isolation to select or reject candidates. The tests provide the interviewer with points on which he or she may base the interview. In your case, it's possible that they had already planned to eliminate you before taking the test. However, you may ask the concerned person in the HR for clarifications.
Regards,
Deepti
From India, Pune
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The same case happened in an institute after TNT Logistics had conducted their Psychometric Tests. In both cases i feel they would have already decided on the candidate. Mallet.
From India, Hyderabad
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41From India, Hyderabad
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I have already written in one post about psychometric tests that they are not used to evaluate a person's fitment to a job but can definitely be used for the contrary.
A simple instance I can quote is of MBTI type - ENTJ, that has been statistically the type for most of the leaders, being the type for an MD makes certain that he/she fits the role too well, but at the same time, not being an ENTJ does not confirm that the applicant is not fit to be an MD.
Some biased employers might not want to bring in an ENTJ in the entry-level workforce due to fear of lobbying, etc.
There are hundreds of other tests that are used to determine applicants' sincerity, integrity, honesty, commitment, etc. I guess the previous statement is explanatory on what I intend to put across, though a test is not proof of one's competence or lack.
A plain and simple (yet very true) analogy would be taking up the 12th standard board exam. Many colleges base their admissions on candidates' scores, yet one would find most IITians in the 60-70% score range in class 12th, and who turn out to be the brainiest and successful people. At the same time, BITS Pilani admits only the top 0.5 percentile (based on class 12th score) and also manages to deliver equally competent graduates in various disciplines.
It is purely the employer's choice on whom to hire and whom not to. Hence, there is no point in trying to draw a conclusion on whether a prospective employer's decision of not hiring based on a psychometric/analysis test is right or wrong.
PL&E
[PS: My personal opinions without any offense meant towards anyone]
From United States, San Diego
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A simple instance I can quote is of MBTI type - ENTJ, that has been statistically the type for most of the leaders, being the type for an MD makes certain that he/she fits the role too well, but at the same time, not being an ENTJ does not confirm that the applicant is not fit to be an MD.
Some biased employers might not want to bring in an ENTJ in the entry-level workforce due to fear of lobbying, etc.
There are hundreds of other tests that are used to determine applicants' sincerity, integrity, honesty, commitment, etc. I guess the previous statement is explanatory on what I intend to put across, though a test is not proof of one's competence or lack.
A plain and simple (yet very true) analogy would be taking up the 12th standard board exam. Many colleges base their admissions on candidates' scores, yet one would find most IITians in the 60-70% score range in class 12th, and who turn out to be the brainiest and successful people. At the same time, BITS Pilani admits only the top 0.5 percentile (based on class 12th score) and also manages to deliver equally competent graduates in various disciplines.
It is purely the employer's choice on whom to hire and whom not to. Hence, there is no point in trying to draw a conclusion on whether a prospective employer's decision of not hiring based on a psychometric/analysis test is right or wrong.
PL&E
[PS: My personal opinions without any offense meant towards anyone]
From United States, San Diego
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Dear Madhusudhan,
Psychometric tests are only part indicative of the suitability of candidates for positions. Often, it is extremely difficult to assess suitability based on such tests since they do not evaluate the 'overall' suitability index. They are often seen as the 'total solutions test' for assessing/screening candidates.
Emotive elements required in a job have been found to be lacking in such tests. Fatigue factors are also not included. Personality traits/characteristics required in a job are not assessed to any significant degree. Fitment to an exceptional work environment is not assessed. Job aptitudes are not assessed to any great degree. Thematic apperception skills are inadequately assessed.
In other words, with no prejudice towards anyone, I submit that such tests that I have seen are quite common across many organizations, suggesting imitation in assessing their customization needs to the organization in question. Western cultures are markedly different from where these have initially been picked up.
However, psychometric tests, if custom-tailored, may be more effective in assessing areas of mathematical & logical aptitude, inductive reasoning, and state memory. However, I have seldom seen them being administered by skilled and trained psychometricians. HR follows the more routine and mundane route of distributing test papers and mechanically scoring sheets.
Your rejection may not necessarily be because of the foreclosure of candidature of anyone. If done scientifically, psychometric assessment will reveal certain deficiencies in candidates that call for rejection.
Anyways, I am only making an educated guess since you would know the actual ground realities and conditions during the administration of the tests.
I am sure you will get a good opportunity elsewhere.
Cheers,
Rahul Kumar
From India, New Delhi
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Psychometric tests are only part indicative of the suitability of candidates for positions. Often, it is extremely difficult to assess suitability based on such tests since they do not evaluate the 'overall' suitability index. They are often seen as the 'total solutions test' for assessing/screening candidates.
Emotive elements required in a job have been found to be lacking in such tests. Fatigue factors are also not included. Personality traits/characteristics required in a job are not assessed to any significant degree. Fitment to an exceptional work environment is not assessed. Job aptitudes are not assessed to any great degree. Thematic apperception skills are inadequately assessed.
In other words, with no prejudice towards anyone, I submit that such tests that I have seen are quite common across many organizations, suggesting imitation in assessing their customization needs to the organization in question. Western cultures are markedly different from where these have initially been picked up.
However, psychometric tests, if custom-tailored, may be more effective in assessing areas of mathematical & logical aptitude, inductive reasoning, and state memory. However, I have seldom seen them being administered by skilled and trained psychometricians. HR follows the more routine and mundane route of distributing test papers and mechanically scoring sheets.
Your rejection may not necessarily be because of the foreclosure of candidature of anyone. If done scientifically, psychometric assessment will reveal certain deficiencies in candidates that call for rejection.
Anyways, I am only making an educated guess since you would know the actual ground realities and conditions during the administration of the tests.
I am sure you will get a good opportunity elsewhere.
Cheers,
Rahul Kumar
From India, New Delhi
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