Psychometric Testing and Interview

•Psychometric Testing – What’s involved

•How to prepare a CV from Scratch

•Interview Skills

•Networking

Dictionary:

Psychometrics (n)    

‘The branch of psychology that deals with the design, administration, and interpretation of quantitative tests for the measurement of psychological variables such as intelligence, aptitude, and personality traits.’

Psychometrics: An intro

What is a psychometric test?

• 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.

Psychometrics: An intro

A brief history

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

Psychometrics: An intro

Francis Galton

• Modern psychometrics dates to Sir Francis Galton (1822-1911), Charles Darwin’s cousin

• Interested in (in fact, obsessed with) individual differences and their distribution• 1884-1890: Tested 17,000 individuals on height, weight, sizes of accessible body parts, + behavior: hand strength, visual acuity, RT etc• Demonstrated that objective tests could provide meaningful scores

Psychometrics: An intro

James Cattell

• James Cattell (studied with Wundt & Galton) first used the term ‘mental test’in 1890

• His tests were in the ‘brass instruments’ tradition of Galton

• mostly motor and acuity tests• Founded ‘Psychological Review’(1897)

Psychometrics: An intro

Alfred Binet

• Goodenough (1949): The Galtonian approach was like “inferring the nature of genius from the the nature of stupidity or the qualities of water from those of….hydrogen and oxygen”.

• Alfred Binet (1905) introduced the first modern intelligence test, which directly tested higher psychological processes (real abilities & practical judgments)

• i.e. picture naming, rhyme production, weight ordering, question answering, word definition.

• Also motivated IQ (Stern, 1914): mental ‘age’ divided by chronological age

Why are Psychometric test used?

• Predict job performance better than most other single selection methods

• Tests give objective information about candidates

• Measuring potential rather than attainment

• Free from cultural bias

Psychometrics: An intro

The rise of psychometrics

• Lewis Terman (1916) produced a major revision of Binet’s scale

• Robert Yerkes (1919) convinced the US government to test 1.75 million army recruits

• Post WWI: Factor analysis emerged, making other aptitude and personality tests possible

Methods

• On-line

• Paper Based

• Exam conditions

• Accuracy and speed

• Marked against appropriate Norm group

• Reached required level

Results

• Normal distribution

• Percentile – you are better than X% in norm group

• T-Score – allows them to combine sores across tests

• Weighting – depends upon requirements of role

2 + 2 = ?

“Numeracy tests are useless; they test nothing.”

(Manchester student)

AGR Survey

92% of employers considered psychometric testing to be a useful or very useful aid to the recruitment process.

(Association of Graduate Recruiters survey)

Psychometrics: An intro

The main types of tests

• Intelligence tests: Assess intelligence• Aptitude tests: Assess capability• Achievement tests: Assess degree of accomplishment• Creativity tests: Assess capacity for novelty• Personality tests: Assess traits• Interest inventories: Assess preferences for activities• Behavioral tests: Measure behaviors and their

antecedents/consequences• Neuropsychological tests: Measure cognitive, sensory,

perceptual, or motor functions

Psychometrics: An intro

The 10 most commonly used tests

1.) Wechsler Intelligence Scale for Children (WISC)

2.) Bender Visual-Motor Gestalt Test

3.) Wechsler Adult Intelligence Scale (WAIS)

4.) Minnesota Multiphasic Personality Inventory (MMPI)

5.) Rorschach Ink Blot Test

6.) Thematic Apperception Test (TAT)

7.) Sentence Completion

8.) Goodenough Draw-A-Person Test

9.) House-Tree-Person Test

10.) Stanford-Binet Intelligence Scale

From Brown & McGuire, 1976

Psychometric Tests used in Recruitment

1. Ability or Aptitude Tests• Verbal• Numerical• Logical

2. Personality or Interest Inventories

Why do employers use tests?

• To identify key abilities or personalities

• To support other selection tools

Selection Tools

Tests are usually part of the selection process together with:

• application forms and CVs

• interviews

• group exercises

• presentations

Selection Methods - Advantages

• Application Forms...good for checking facts, demonstrating written communication skills

• Interviews...good for oral communication skills, quickness of thought, personality

• Psychometric Tests...good for measuring candidates’ abilities/personality against objective criteria (and other candidates)

Selection Methods – Disadvantages

• Application Forms....

measures ability to fill in form - not to do the job

• Interviews...

intensely subjective, they might not like the look of you

• Psychometric Tests

no good for seeing how an individual works with others

Characteristics of Tests

Ability or Aptitude Tests

• Under exam conditions

• Usually timed

• Right and wrong answers

• Unusual to finish all questions

• Results compared with norm group

Specimen questions

Complete the following sentence with the appropriate pair of words below

Answer - A, B, C, D or E (Time allowed 20 seconds)

Early….………..of hearing loss is …….….….by the fact that the other senses are able to compensate for moderate amounts of loss, so that people frequently do not know that their hearing is imperfect.

A. discovery & indicatedB. development & preventedC. detection & complicatedD. treatment & facilitatedE. incidence & corrected

Answer - C

Next specimen question

Which number, below, is one quarter of the distance from 5.1 to 5.3 (Time allowed 40 seconds)

A 5.125

B 5.15

C 5.2

D 5.25

E None of the above

Answer - B

Next specimen question

The driving time for a 100 mile trip from Townsville to Cityville was two and a half hours. The return trip was made by the same route but

at an average speed that was 50% faster. What was the total amount of driving time for the entire round trip? (Time allowed 1 minute)

A 3hrs 45 minutes B 4hrs 10 minutes C 4hrs 16 minutes D 4hrs 45 minutes E 6hrs 15 minutes

Answer B

• 1st trip 100 miles in 2 hours 30 minutes = 40mph

• 2nd trip 50% faster = 60mph

• 100 miles at 60 mph = 1⅔ hours = 1 hour 40 minutes

• 2 hours 30 minutes + 1 hour 40 minutes = 4hours 10 minutes

Next specimen question

In the example given below, you will find a logical sequence of five boxes. Your task is to decide which of the boxes in the bottom row completes this sequence. To give your answer, select one of the boxes marked A to E. (Time allowed 30 seconds)

) [+ ) [ +

+) [

+ ) [

) [+

A B C D E

) [+ ( [ +

+ ) [

) [ +

+( [

Answer - D

Next specimen question

In the example given below, you will find a logical sequence of five boxes. Your task is to decide which of the boxes in the bottom row completes this sequence. To give your answer, select one of the boxes marked A to E. (Time allowed 30 seconds)

A B C D E

Answer - B

How did you do?

Characteristics of TestsPersonality or Interest Inventories

• Not usually timed

• No right and wrong answers

• Contain internal checks for inconsistent answers

• Results in the form of a profile should be shared with candidate

Personality or Interest InventoriesExample question

Mark the statement most (M) likeyou and the one least (L) like you

a) I don’t feel that time is wasted on planningb) I feel uneasy in the company of

unconventional peoplec) If I’m annoyed with someone I don’t show it

Personality or Interest InventoriesExample question

Pick the statement that best describes youfrom each paira) I try very hardb) I put everything in its place

a) I want to be excitingb) I want to be successful

a) I like to try new thingsb) I’d rather not work on my own

How to prepare

• Practise as much as possible• Become familiar with test conditions• Brush up basic maths - percentages, ratios, etc• Use reference books in the Careers Service• Use examples and practice tests on SHL & others’ websites http://www.manchester.ac.uk/careers/applicationsinterviewsandpsychometrictests/psychometrictests/

• Profiling for Success – On-line tests licensed for Manchester students; free of charge.

CVs and Covering Letters

The purpose of theThe purpose of the

CV is......CV is......

......to get an interview

The Market

• It is very competitive• An organisation might receive up to

100 applications per vacancy• Typically, only about 10% to 15% gain

an interview• You don’t get a second chance

C.V. Factsor the myth of the perfect C.V.

• C.V.s should be _ pages long• C.V.s should be in chronological order• C.V.s should include referees’ names and

addresses• C.V.s should include - date of birth nationality sex marital status• C.V.s take days to write and minutes to read

Types of CV

• Standard

• Skills based

• Academic

Task no: 1 - Self AssessmentWhat have you got to offer ?

• Education

• Work Experience

• Activities and Interests

Task no: 1 - Self AssessmentWhat have you got to offer ?

• Education Seminars

Presentations• Work Experience Camp America Waiter, local restaurant

• Activities and Interests Secretary - Badminton club Travel

Task no: 1 - Self AssessmentWhat have you got to offer ?

• Education

Seminars - presentation skills, working in a

team, influencing others• Work Experience

Camp America - taking responsibility, patience,

tact, sensitivity, creativity,

leadership• Activities and Interests

Secretary, organising, persuading,

Badminton club- motivating, numeracy

Three advanced suggestions

• Use strong words

• Quantify

• Stress personal involvement

Use strong words

• Words like: created, started, managed, designed, devised...

• NOT ‘My project was a study of local theatres’

• BUT ‘ I organised an extensive survey of student use of local theatres. I arranged interviews with students, analysed the results and presented the information to my tutor

And ……Quantify

‘ I organised an extensive survey of student use of local theatres, involving over 1000 questionnaires.

I arranged interviews with 80 students, analysed the results using Microsoft Excel and presented the information to my tutor’

Stress personal involvement and results

• NOT ‘We organised a charity fund raising event’

• BUT ‘I was responsible for the publicity for a fund raising event which involved negotiating advertising with local companies and arranging posters on campus. We managed to raise £1000 for charity and over 800 students attended’.

Task no: 2 - What does the employer want ?

• Employers recruit against specific criteria

• These are usually set out in brochures or on their websites

• All require appropriate personal qualities

• It is not enough to claim certain skills, you must provide the evidence

Key Skills Requested By Graduate Recruiters

• Business focus, Drive and resilience, Task management, Career motivation, Leadership, Building relationships, Problem Solving, Making an Impact

• Communication, Teamwork and collaboration, Adaptability, Creative problem solving, Drive to achieve, Customer focus, Trustworthiness, Taking ownership, Passion for Business

• Customer focus, Achieving, Influencing, Thinking, Collaboration & Teamwork, Team Leadership, Self Management, Confidence, Commercial Awareness

• Problem solving, Achieving results, Communicating and influencing, Leadership, Drive and motivation, Building relationships 

• Analytical Ability, Problem-solving skills, Communication skills, Interpersonal skills, Generic business awareness

• KPMG - The Co-operative - HSBC - Cancer Research UK - IBM

Key Skills Requested By Graduate Recruiters.

IBMCommunication, Teamwork and collaboration. Adaptability, Creative problem solving, Drive to achieve, Customer focus, Trustworthiness, Taking ownership, Passion for Business

The Co-operativeCustomer focus, Achieving, Influencing, Thinking, Collaboration & TeamworkTeam Leadership, Self Management, Confidence, Commercial Awareness KPMGBusiness focus, Drive and resilience, Task management, Career motivation, Leadership, Building relationships, Problem Solving, Making an Impact

Cancer Research UK Problem solving, Achieving resultsLeadership. Drive and motivation, Communicating & influencing, Building relationships

HSBCAnalytical ability, problem-solving skills, communication and interpersonal skills and some generic business awareness.

Core skills employers look for

• Communication skills

• Organising ability

• Problem-solving

• Working in a team

• Drive and initiative

• Taking responsibility

• Working under pressure

Core skills employers look for

• Analytical skills

• Creativity

• Leadership

• Motivating others

• Planning

• Numeracy

When to use a C.V.

• When you are asked to !

• When they say ‘apply in writing’

• For speculative applications

• When networking

Covering letters

• This is your trailer to the main feature

• One page, A4, quality paper

• Should include two major themes:

- Why you want the job (and organisation)

- Why you are suitable

Covering letters

• Write to a named individual, if possible

• Tell employer what you are applying for (and where you saw it advertised)

• Be positive

• Emphasise your USPs, don’t simply copy CV

• End letter with spirit of expectation

CV’s

SPELL CHECKER – A WARNINGI like my new spell checker.It came with my PC.It plainly marques four my revue,Mistakes I can not sea.I’ve run these verses threw it,I’m sure your please two no.It’s letter perfect in its weigh,My checker tolled me sew.

Previous applications…

“I enjoy practicing marital arts”

“At secondary school I was a prefix”

“In my spare time I enjoy hiding my horse”

“I loathe filling in applications so much that I’ll give you details at the interview”

“Special skills: Thyping”

“Thank you for your consideration. Hope to hear from you shorty”

“I have worked in the pubic sector……”

“Hi I want 2 get a job with U”

Previous applications…“I am someone who knows my own destiny, but I have no definite long term plans”

“I am a conscious individual”

“I have excellent memory skills, good analytical skills, excellent memory skills”

Reason for leaving last job. “They insisted that all employees get to work by 8.45 every morning. I

could not work under those conditions.”

Problems faced: “I had no support so I compiled a letter to the client using trial and error.”

Influencing people: “Recently my flatmates came to ask about whether the heating should

be on and for how long.”

Previous applications…

“Being a Virgoan, my sense of assertiveness and resilience has prompted me to continue with my ambition to be a solicitor in a major city law firm.

I am also a seventh generation descendant of a Chinese princess and a Sulawesian warrior, which makes me both an amiable and energetic person”

INTERVIEWS

60

YOU SHOULD KNOW…

• 50% of those interviewed are rejected at the first round, so …

First impressions count!

61

INTERVIEW CONCERNS

• How should I dress

• Arrival / greeting

• Taking items into the interview

• How should I sit

• To gesture or not to gesture

• Difficult questions - (later)

62

YOU NEVER GET A SECOND CHANCE TO MAKE A FIRST IMPRESSION

“I travelled down to London for an important interview.

The train was a little late so I just had enough time to get to the building and rush in.

The interview seemed to go well and I felt confident until I visited the washroom on the way out.

I had been reading the newspaper on the train and in my nervous sweaty state the newsprint must have rubbed off onto my hands

It was now all over my face!”

Chemistry Graduate

63

YOU NEVER GET A SECOND CHANCE TO MAKE A FIRST IMPRESSION - (CONTINUED)

“One of my colleagues once found her interviewee asleep in the foyer. Getting enough sleep may be an important part of interview preparation, but this was taking it too far!

On top of that the candidate demonstrated a sleepy laid back attitude throughout the interview, which didn’t go down very well either.”

Geraldine Lyons - Mars

64

WHAT AN INTERVIEW IS ..

• A conversation with a purpose

• Adult

• Two way

• Science no, emotional yes

65

WHAT AN INTERVIEW ISN’T

• A scheme to humiliate you

• An interrogation

• Perfect

66

DIFFERENT TYPES OF INTERVIEW

• One to one• Panel• Sequential• Telephone

• Conventional chronological

• Behavioural• Situational• Combination of all of

the above

67

STRUCTURED INTERVIEWS

• Behavioural: Describe a time when you’ve ‘gone the extra mile’ in your dealings with another person

• Situational: You have just arrived at a clients office, only to discover you have left all of your notes back at the office what would you do?

DIFFICULT QUESTIONS

• Before the interview consider the following:-

• Personality • The job

• The company/ competition • Your achievements and skills / work

experience • Your strengths • Your weaknesses • Your questions

WHAT EMPLOYERS WANT

• Know what the employer wants

• Usually easy to identify– Brochures, ads, presentations, company

website.

– Do your homework – many applicants don’t… Emphasis on Attitude as well as Aptitude

– Being clever is not enough

– Employers look for characteristics which define you as somebody they want

THE PATH TO SUCCESS

Know yourself

What can you offer an employer?Give a rounded view: Education / Work Experience/Activities

& Interests

Assess critical incidents and identify what you have

learned, the skills you developed

Focus on knowledge, skills, abilities and RESULTS

Have specific examples in mind: EVIDENCE

WORK EXPERIENCE

“One candidate, when asked what she found challenging about her previous work experience, said that working in a fast food restaurant had taught her to ‘work with stupid people with stupid problems.’

I did not really feel she had the patience to deal with the average lay client

Sally Marsden

Pannone & Partners - Solicitors

THE COMPETITION

“ I was being interviewed for a job on the Daily Express.

I rashly claimed that the paper was ‘unlike the Sun, because only morons work for the Sun.’

At which point one interviewer turned to the other and said; ‘it’s been almost a year since we worked there hasn’t it?’”

English Graduate

WHAT’S THE QUESTION?

• Interviewer: “Who would you most like to have dinner with; either living or dead.”

• Applicant: “ Preferably someone living.”

SUMMARY• Prepare for success

• Practice with a friend

• Don’t underestimate the importance of first impressions

• Don’t panic

• They would like to give you the job

• Leave a good impression

• Be positive, enthusiastic, natural, honest, happy

The Networking Game…..

Finding out about jobs & careers

Who is in the know ? – a look at the job market

Adverts

Agencies / Headhunters

Contacts

Internal moves & promotions

64%

22%

8%

6%

Creative Job Research

What is Networking?• A way of asking for help

– Information & advice

• A key way to find jobs or leads for jobs

• People do it all the time– Getting a decent plumber / builder

– Getting help with an IT problem

Networking

Most people want to help...• Most people like to be asked for their

advice.. a sign of recognition

• One good turn deserves another...you may be in a position to help them – your views / comments etc

Creative Information Hunting

Networking leads to success....• Its all about being proactive …Contact

organisations you are interested in and arrange to speak to them or meet with employers who visit campus and pick their brains

• Try it. It works.• It takes time to succeed.....but once set up this

skill can be developed and serve you well for years

Networking: Good things to ask• How did you get into this occupation?

• What attracted you to this occupation?

• What is the progression of jobs from entry level to more senior positions?

• What is a typical day like for you?

• What skills, abilities and attitude do you need to be successful in this occupation?

• What changes do you see in this field in the next few years?

• How does your organisation tend to recruit?

• Do they ever take people for voluntary projects?

Everyone has Contacts

• Friends / relatives / neighbours• Other students• Tutors• Work colleagues• Employers - recruitment events,

presentations, insight courses, mentoring programmes, careers consultants!

But I don’t know anyone ...

What the Careers Service offers

• Guidance appointments• Advice on CVs & applications• Talks • Insight courses• Careers Fairs• Mock Interviews• Practice psychometric tests• Mentoring• Blogs• facebook• Resource centre• Graduate directories and take away information

• Vacancy service and lots more………..

Careers Resource Centre

Crawford House – Entrance on Booth Street East(opposite the Aquatics Centre)

Appointments Phone : 0161 275 2829

www.manchester.ac.uk/careers

THANKS FOR LISTENING! GOOD LUCK FOR THE FUTURE!