PSYCHOMETRIC TEST

TEAM-6S.Balaji

P.M.BhaalajiR.Divya

Hari PrasathShyam SundharUma Saranya

Testing for proficiency dates back to 2200 B.C., when the Chinese emperor used grueling tests to assess fitness for office

Contributors to psychometrics Francis Galton James Cattell Clark Wissler Alfred Binet

A Brief History

A test is a standardized procedure for sampling behavior and describing it using scores or categories Most tests are predictive of some non-test behavior of interest Most tests are norm-referenced = they describe the behavior

in terms of norms, test results gathered from a large group of subjects (the standardization sample)

Some tests are criterion-referenced = the objective is to see if the subject can attain some pre-specified criterion.

Psyche = MindMetric = To Measure

What is a psychometric test?

‘A standardised sample of behaviour which can be described by a numerical scale or category system’ (Cronbach)

A psychological test used in the world of work’ (Saville and Holdsworth)

‘A psychological test is any procedure on the basis of which inferences are made, concerning a person’s capability, propensity or liability to act, react, experience, or structure or order thought or behaviour in particular ways’ (BPS)

What are psychometric tests?

Aim to measure aspects of your mental ability, aptitude or your personality

Used as part of the recruitment or selection process

Provide employers with a method of selecting the most suitable job applicants or candidates for promotion

Used by 80% of Fortune 500 and 75% of Times Top 100 companies

What is a psychometric test?

The term Psychometrics is used to refer a broad range of different types of assessments and measurements of intelligence, achievement/aptitude, and personality

How well you work with other people How well you handle stress Whether you will be able to cope with the

intellectual demands of the job Your personality, preferences and abilities Most do not analyze your emotional or

psychological stability Best match of individual to occupation and

working environment

What do psychometric tests measure?

Uses

The word psychometric basically refers to the measurement of the mind

To measure integrity To screen out high-risk applicants Hopefully improve employee retention by

making successful hiring decisions

Southwark at London administered a test stating that it was personality test

After results were analyzed nearly 19 staff were told to stop working and 10 staff were told they were considered unsuitable for Employment

Objective: The score must not affected by the testers' beliefs or values

Standardized: Must be administered under controlled conditions

Reliable: Must minimize and quantify any intrinsic errors

Predictive: Must make an accurate prediction of performance

Non Discriminatory: Must not disadvantage any group on the basis of gender,

culture, ethnicity, etc.

A psychometric test should be:

Five Factors Model FIRO-B MBIT 16PF Johari Window Belbin Team Role Inventory

Some of the popular psychometric tests are:

Basis of many tests: Uses five personality traits:

Openness Conscientiousness Extraversion Agreeableness Neuroticism

The Five Factors Model

Devised by American psychologist, Will Schutz, in the 1950's

Helps people to understand themselves and their relationships with others

Based on a 2-hour, 54-question questionnaire Describes interpersonal behavior in terms of three

primary dimensions: 1.  Need for Inclusion 2. Need for Control 3. Need for Affection

FIRO-B:FUNDAMENTAL INTERPERSONAL RELATIONSHIP

ORIENTATION-BEHAVIOUR

Team building and team development Individual development and executive

coaching Conflict resolution Selection and placement Management and leadership development Relationship counseling

FIRO-B is used for:

Based on theories of Gustav Jung Most widely-used questionnaire based test Uses four bi-polar dimensions

Sensing –Intuition (SN) Thinking – Feeling (TF) Extraversion-Introversion (E-I) Judging-Perceiving (J-P)

To create 16 ‘Personality Types’

MBTI: Myers-Briggs Type Indicator

Individual development Management and leadership development Team building and development Organizational change Improving communication Education and career counseling  Relationship counseling

MBTI is used for:

Developed in the 1940s and refined in the 60s

Attempts to define the basic underlying personality

Questionnaire based Analysis using 16 personality factors

16 Personality Factor model (16PF)

Factor Descriptors

A Warmth Reserved Outgoing

B Reasoning Less Intelligent More Intelligent

C Emotional StabilityAffected by

feelingsEmotionally stable

E Dominance Humble Assertive

F Liveliness Sober Happy-go-lucky

GRule Consciousness

Expedient Conscientious

H Social Boldness Shy Venturesome

I Sensitivity Tough-minded Tender-minded

L Vigilance Trusting Suspicious

M Abstractedness Practical Imaginative

N Privateness Straightforward Shrewd

O Apprehension Self-Assured Apprehensive

Q1Openness to Change

Conservative Experimenting

Q2 Self-RelianceGroup-

dependentSelf-sufficient

Q3 Perfectionism Self-conflict Self-control

Q4 Tension Relaxed Tense

The 16 factors with their word descriptors of each scale

Selection Development Executive coaching Teambuilding

16 PF is used for:

Joseph Luft and Harry Ingham in 1955 Used to help people better understand their

interpersonal communication and relationships

subject chooses 5 or 6 is out of a list of 55 adjectives

Peers of the subject are then pick 5 or 6 adjectives which they think describe the subject

Johari Window

Each adjective is placed in one of four quadrants

Team members - and leaders - should strive to increase their open free areas, and to reduce their blind, hidden and unknown areas.

Dr. Meredith Belbin:"Nobody is perfect - but a

team can be"

Designed to assess one’s logical reasoning or thinking performance

Usually consist of multiple choice questions, administered under exam conditions

Typical test might allow 30 minutes for 30 or so questions

At least 5000 aptitude and ability tests on the market

On-line testing increasingly popular

Aptitude and Ability Tests

Types of aptitude and ability tests

Try to practice some tests Be careful & don’t be in a hurry Don’t pretend, be yourself Be clear with what test you are undergoing Be confident and comprehensive

“There is no such thing as right or wrong answer”

Tips

Thank YouAll The Best…!!!