Hi Mates,
In the process of recruitment, we follow different processes to get the best candidates. We use paper-pencil tests and computer-based tests. The latest trend is Psychometrics. We have many validated psychometric tests. I am sure many more will emerge to explore different aspects of human behavior. Even Aptitude is now divided into various dimensions, and candidates are tested to uncover their true abilities.
Although these methods may have different names and approaches, the ultimate goal remains the same - to identify the best candidates.
Please find the PDF file attached, which contains information on various testing methods in psychometrics and aptitude assessments.
Kiran
HRM
Scorelogix
9848993153
From India, Hyderabad
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68In the process of recruitment, we follow different processes to get the best candidates. We use paper-pencil tests and computer-based tests. The latest trend is Psychometrics. We have many validated psychometric tests. I am sure many more will emerge to explore different aspects of human behavior. Even Aptitude is now divided into various dimensions, and candidates are tested to uncover their true abilities.
Although these methods may have different names and approaches, the ultimate goal remains the same - to identify the best candidates.
Please find the PDF file attached, which contains information on various testing methods in psychometrics and aptitude assessments.
Kiran
HRM
Scorelogix
9848993153
From India, Hyderabad
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Good post. :)
This sort of information will help to create awareness of the need for psychometry and its in-depth and vast usage in the selection process, which requires the professional expertise of psychologists. While using test materials is possible for anybody by reading the instructions and scoring manual, the interpretation and detailed reporting using the responses require the real experience of a psychologist.
Keep going and create awareness. :D
Mindtuners
Chennai
From India, Madras
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This sort of information will help to create awareness of the need for psychometry and its in-depth and vast usage in the selection process, which requires the professional expertise of psychologists. While using test materials is possible for anybody by reading the instructions and scoring manual, the interpretation and detailed reporting using the responses require the real experience of a psychologist.
Keep going and create awareness. :D
Mindtuners
Chennai
From India, Madras
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Hi Kiran Useful info. u have posted. Is there any courses conducted to get handson experience on it? Pl.suggest. Regards srinivasan chennai
From Singapore, Singapore
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From Singapore, Singapore
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Thanks Kiran. It was very useful to me. Thanks for the Timely help. Kindly help me out by sending me an Appraisal Format for Software People. Regards Sri Karthik :)
From India, Madras
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From India, Madras
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Hello Mates
Greetings to you
These days we see lots of enthusiastic and informative articles on Psychometrics and Pre-Hire assessments.
Most of us use these tools in our organizations and most of us have a bit of knowledge on these tools. Don’t you think it would be great if we start sharing our opinions and experiences of these tools which at some point of time we used at our work place… It may not be essentially psychometric tool
Kiran
From India, Hyderabad
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Greetings to you
These days we see lots of enthusiastic and informative articles on Psychometrics and Pre-Hire assessments.
Most of us use these tools in our organizations and most of us have a bit of knowledge on these tools. Don’t you think it would be great if we start sharing our opinions and experiences of these tools which at some point of time we used at our work place… It may not be essentially psychometric tool
Kiran
From India, Hyderabad
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You are right, Kiran.
But the problem with this kind of testing is that our evaluation and analysis of results alone would not give us a clear picture of the candidate, as it requires a consultant psychologist to interpret it. Personality traits may vary from person to person, and it depends on a lot of other factors, including time. That means we can't simply jump to conclusions.
But since we use the same, it would be a good idea to share our knowledge and clear our doubts using the forum.
Appreciating your hard work,
Thanks and regards,
Binu
From India, Thiruvananthapuram
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But the problem with this kind of testing is that our evaluation and analysis of results alone would not give us a clear picture of the candidate, as it requires a consultant psychologist to interpret it. Personality traits may vary from person to person, and it depends on a lot of other factors, including time. That means we can't simply jump to conclusions.
But since we use the same, it would be a good idea to share our knowledge and clear our doubts using the forum.
Appreciating your hard work,
Thanks and regards,
Binu
From India, Thiruvananthapuram
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What Binu had replied is right. This sort of information will help to create awareness of the need for psychometry and its in-depth and vast usage in the selection process. Using test materials is possible for anybody by reading the instructions and scoring manual. However, interpretation and detailed reporting using the responses require real experience from a psychologist. As a psychologist with vast experience in the field of psychology and psychometry, an expert interpretation will provide an in-depth analysis of various other associated factors along with the scoring.
So, to ensure good usage and proper selection of candidates depending on the job profile, I strongly suggest seeking a psychologist's guidance in the assessment process.
Sudhakaran
Psychometric Service Providers
Mindtuners
Chennai
From India, Madras
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So, to ensure good usage and proper selection of candidates depending on the job profile, I strongly suggest seeking a psychologist's guidance in the assessment process.
Sudhakaran
Psychometric Service Providers
Mindtuners
Chennai
From India, Madras
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Hi Mates,
One thing is agreed upon: these tools should be used by a professional, one who is certified and knows how to interpret them properly. A psychologist is always an added advantage.
However, I think a candidate shouldn't be selected or rejected based solely on the results of these tests. We should use them as a development tool to gain more insights about the candidate.
Kiran
From India, Hyderabad
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One thing is agreed upon: these tools should be used by a professional, one who is certified and knows how to interpret them properly. A psychologist is always an added advantage.
However, I think a candidate shouldn't be selected or rejected based solely on the results of these tests. We should use them as a development tool to gain more insights about the candidate.
Kiran
From India, Hyderabad
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Hi Friends,
I have been following the posts on the subject with interest. It is nice to know that HR community members are becoming aware of the importance of Psychometric Testing. But to put things in the correct perspective, it is NOT a new funda or fad! Psychometric testing has been used in the Armed Forces for at least 60 years for the selection of Armed Forces Officers.
I was heading the Psychometric Testing in one of the Defence Services Selection Boards while I was in the Indian Air Force. But before being assigned to the post, we were checked for our suitability in terms of education (only those with Masters in Psychology were eligible) and attitude. We were trained in the use of these tests for 6 months before we could start using them! So please keep in mind that these are tools that require special training for interpreting the results. In untrained hands, these tests are likely to do more harm than good. A few days ago, I had posted a presentation on Psychometric Testing in the Staffing & Selection Forum. That would provide some relevant details for those interested in the topic.
Regards,
Naresh Taneja
From India, Mumbai
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I have been following the posts on the subject with interest. It is nice to know that HR community members are becoming aware of the importance of Psychometric Testing. But to put things in the correct perspective, it is NOT a new funda or fad! Psychometric testing has been used in the Armed Forces for at least 60 years for the selection of Armed Forces Officers.
I was heading the Psychometric Testing in one of the Defence Services Selection Boards while I was in the Indian Air Force. But before being assigned to the post, we were checked for our suitability in terms of education (only those with Masters in Psychology were eligible) and attitude. We were trained in the use of these tests for 6 months before we could start using them! So please keep in mind that these are tools that require special training for interpreting the results. In untrained hands, these tests are likely to do more harm than good. A few days ago, I had posted a presentation on Psychometric Testing in the Staffing & Selection Forum. That would provide some relevant details for those interested in the topic.
Regards,
Naresh Taneja
From India, Mumbai
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Hi Kiran,
What you have mentioned in your post is right. After all the tests, it boils down to hiring the best. To find out whether a prospective candidate is a Right-fit or Near-fit also requires the help of people trained to interpret assessment test results. Unfortunately, I wasn't able to open the PDF file attached. Can you please mail it to anand.padmanabhan7@gmail.com?
Thanks for your efforts. Keep posting.
Regards,
Anand
From India, Bangalore
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What you have mentioned in your post is right. After all the tests, it boils down to hiring the best. To find out whether a prospective candidate is a Right-fit or Near-fit also requires the help of people trained to interpret assessment test results. Unfortunately, I wasn't able to open the PDF file attached. Can you please mail it to anand.padmanabhan7@gmail.com?
Thanks for your efforts. Keep posting.
Regards,
Anand
From India, Bangalore
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Hire Head Hunter.docx
Psychometrics - Tests & HR.pdf