7
Dear All,
Regards,
Sharing an article with relation to Psychological Assessment, worth reading.
Surviving the Personality Test....
Companies are increasingly giving job candidates personality tests as part of the hiring process. But they're not trying to discern whether you're an extrovert or an introvert. These are specific evaluations -- often 200 or more questions -- that attempt to get to the heart of your personality, values and the things make you successful & or not. Hiring managers say these tests more accurately predict whether a candidate will be successful instead of solely relying on a face-to-face interview. Plus, they're standardized so everyone gets the same questions unlike in a job interview.
Face-to-face interviews are used in conjunction with the personality tests. With so many seemingly qualified candidates applying for jobs, this is another way to find the right one. One reason hiring managers and organizational psychologists like them is that candidates can't charm a personality test.
But can you cheat? Psychologists say absolutely not. The test designers can tell if a candidate is trying to give answers they think the manager wants to hear. "People have no idea what employers are looking for because with personality tests there are no right and wrong answers," says John W. Jones, president and chief psychologist for IPAT, a company that develops personality tests.
Their recommendation for prospective employees: View it as an extension of the interview and be totally honest.
"If people try to game the system, we jokingly say the person faked their way out of a job," says John Weiner, vice president of products and services for the testing firm, PSI.
"It's possible to distort your answers but not possible to create profile [employers] want."
Most personality tests are given at the same time as the first round of interviews. Glenn DeBiasi, vice president of human resources for Alex Lee, a Hickory, N.C., food holding company, has been giving them for 10 years to everyone from clerks in the grocery store to top-level executives. "Some people are better cut out for the work and the culture," says DeBiasi. "The better we can do with fitting someone with a job and the culture here, the better it is for the company and the applicant."
At Alex Lee, all candidates are given similar variations of the test, but what they're looking for is different for each candidate. "To be a successful computer geek versus someone out there selling the products requires different personality traits," says DeBiasi.
For instance, to find out about a candidate's work ethic they might ask: "How often have you had to give up your leisure time to work" or "If you have plans on a Friday evening and your employer has an important deadline to meet, would you cancel private plans?"
Try to decipher this one: "When I was a child, people thought I was really cute."
"That identifies good salespeople, because they think they're fabulously cute," says Robert Hogan, founder of the test design firm Hogan Assessment Systems.
Another sample question: "I take a different way home from work every night."
"That gets to a candidate's creativity," says Hogan. "The really good ones will say, yes and I feel really guilty when I don't."
Murray Barrick, a professor of human resources at Texas A&M University says candidates are more likely to be honest and admit their faults when they're not dealing with a person. "It leads to more honesty when you're sitting down with a piece of paper," he says. "If you're looking someone right in eye you're not going to say, 'I give my best 90 percent of the time.' "
By Tara Weiss
From India, Pune
Regards,
Sharing an article with relation to Psychological Assessment, worth reading.
Surviving the Personality Test....
Companies are increasingly giving job candidates personality tests as part of the hiring process. But they're not trying to discern whether you're an extrovert or an introvert. These are specific evaluations -- often 200 or more questions -- that attempt to get to the heart of your personality, values and the things make you successful & or not. Hiring managers say these tests more accurately predict whether a candidate will be successful instead of solely relying on a face-to-face interview. Plus, they're standardized so everyone gets the same questions unlike in a job interview.
Face-to-face interviews are used in conjunction with the personality tests. With so many seemingly qualified candidates applying for jobs, this is another way to find the right one. One reason hiring managers and organizational psychologists like them is that candidates can't charm a personality test.
But can you cheat? Psychologists say absolutely not. The test designers can tell if a candidate is trying to give answers they think the manager wants to hear. "People have no idea what employers are looking for because with personality tests there are no right and wrong answers," says John W. Jones, president and chief psychologist for IPAT, a company that develops personality tests.
Their recommendation for prospective employees: View it as an extension of the interview and be totally honest.
"If people try to game the system, we jokingly say the person faked their way out of a job," says John Weiner, vice president of products and services for the testing firm, PSI.
"It's possible to distort your answers but not possible to create profile [employers] want."
Most personality tests are given at the same time as the first round of interviews. Glenn DeBiasi, vice president of human resources for Alex Lee, a Hickory, N.C., food holding company, has been giving them for 10 years to everyone from clerks in the grocery store to top-level executives. "Some people are better cut out for the work and the culture," says DeBiasi. "The better we can do with fitting someone with a job and the culture here, the better it is for the company and the applicant."
At Alex Lee, all candidates are given similar variations of the test, but what they're looking for is different for each candidate. "To be a successful computer geek versus someone out there selling the products requires different personality traits," says DeBiasi.
For instance, to find out about a candidate's work ethic they might ask: "How often have you had to give up your leisure time to work" or "If you have plans on a Friday evening and your employer has an important deadline to meet, would you cancel private plans?"
Try to decipher this one: "When I was a child, people thought I was really cute."
"That identifies good salespeople, because they think they're fabulously cute," says Robert Hogan, founder of the test design firm Hogan Assessment Systems.
Another sample question: "I take a different way home from work every night."
"That gets to a candidate's creativity," says Hogan. "The really good ones will say, yes and I feel really guilty when I don't."
Murray Barrick, a professor of human resources at Texas A&M University says candidates are more likely to be honest and admit their faults when they're not dealing with a person. "It leads to more honesty when you're sitting down with a piece of paper," he says. "If you're looking someone right in eye you're not going to say, 'I give my best 90 percent of the time.' "
By Tara Weiss
From India, Pune
Hi,
I wish you share your details for moe inforamtion.
I offer psychometrics like 15FQ+, OPP, or SPI for selection. These are internet based assessments. These are high reliability assessments used to support RIGHT FIT selection decisions. {Benefit to the employer/applicant: shorter recruitment cycles and lower attrition.}
2. In addition to the above ability tests like GRT2,GRT1, CRBT,CTB, IPT, TTB, ART supplement the above. The ability tests are supervised assessments and hence they have to organised through trained supervisors for the time being. Unique online supervised versions are going to be released soon, making it easy to administer. {Benefit to the employer/applicant: shorter recruitment cycles with much higher reliability in selection decision and hence still lower attrition.}
3. Individual job seekers/any one seeking self development can avail 15FQ+, OPP, SPI, JTI,VMI,OIP etc for the purpose of self development and help in career decisions as well as creating self development plans. We can offer subsidized individual feedback sessions as well through our team of trained counselors/coaches located in major cities.
4. We offer corporate/recruitment consultants or career counselors training in:
a. Use of Psychometrics in selection and how to interpret them
correctly
b. Competency Based Interviewing Skills setting a new bench
mark in selection standards in India.
c. Sell the above psychometrics to them for their own use
5. Offer corporate on line assessments of 15FQ+, OPP, or SPI and ability tests like GRT2,GRT1, CRBT,CTB, IPT, TTB, ART to support their internal selection/promotion decisions.
6. Offer corporate/consultants online 15FQ+, OPP, SPI, JTI,VMI,OIP etc assessments and 360 profiling as part of training and development initiatives.
7. Offer both corporate and consultants 360 degree feedback training and access to use pre-paid on-line profiling services using standard questionnaires or customizable options.
8. Offer to schools/educational institutions/universities self development psychometric assessments that will help in career decisions/counseling as well as creating self development plans. We can train some staff/career counselors in the use of these psychometrics and feedback skills and offer HIGHLY subsidized unlimited assessments to schools/colleges for their students only, for a fixed annual subscription. These assessments will currently include JTI,VMI,OIP, LSI etc
You may contact offline on 09448270474 or
for more details.
Best wishes,
Joseph
From India, Bangalore
I wish you share your details for moe inforamtion.
I offer psychometrics like 15FQ+, OPP, or SPI for selection. These are internet based assessments. These are high reliability assessments used to support RIGHT FIT selection decisions. {Benefit to the employer/applicant: shorter recruitment cycles and lower attrition.}
2. In addition to the above ability tests like GRT2,GRT1, CRBT,CTB, IPT, TTB, ART supplement the above. The ability tests are supervised assessments and hence they have to organised through trained supervisors for the time being. Unique online supervised versions are going to be released soon, making it easy to administer. {Benefit to the employer/applicant: shorter recruitment cycles with much higher reliability in selection decision and hence still lower attrition.}
3. Individual job seekers/any one seeking self development can avail 15FQ+, OPP, SPI, JTI,VMI,OIP etc for the purpose of self development and help in career decisions as well as creating self development plans. We can offer subsidized individual feedback sessions as well through our team of trained counselors/coaches located in major cities.
4. We offer corporate/recruitment consultants or career counselors training in:
a. Use of Psychometrics in selection and how to interpret them
correctly
b. Competency Based Interviewing Skills setting a new bench
mark in selection standards in India.
c. Sell the above psychometrics to them for their own use
5. Offer corporate on line assessments of 15FQ+, OPP, or SPI and ability tests like GRT2,GRT1, CRBT,CTB, IPT, TTB, ART to support their internal selection/promotion decisions.
6. Offer corporate/consultants online 15FQ+, OPP, SPI, JTI,VMI,OIP etc assessments and 360 profiling as part of training and development initiatives.
7. Offer both corporate and consultants 360 degree feedback training and access to use pre-paid on-line profiling services using standard questionnaires or customizable options.
8. Offer to schools/educational institutions/universities self development psychometric assessments that will help in career decisions/counseling as well as creating self development plans. We can train some staff/career counselors in the use of these psychometrics and feedback skills and offer HIGHLY subsidized unlimited assessments to schools/colleges for their students only, for a fixed annual subscription. These assessments will currently include JTI,VMI,OIP, LSI etc
You may contact offline on 09448270474 or
for more details.
Best wishes,
Joseph
From India, Bangalore
Hi Gaurang,
With regard to your post on the psychological Assessment, we would like to communicate that there are advanced tools today that are available inIndia that can assess the candidates based on the competencies required for the specific role profile.
These assessment can be used for your recruitment purposes.
However you would required to know in advance the competencies required for the role.
Incase you do not have the same , you can also benchmark the roles and then undertake the same activity of identifying the people meeting those mentioned competencies. Hence they can be used for recruitment.
For more information ,we would be able to help you in identifying the same.
call us on 080 - 41518682
Regards
Sajeev
From India, Delhi
With regard to your post on the psychological Assessment, we would like to communicate that there are advanced tools today that are available inIndia that can assess the candidates based on the competencies required for the specific role profile.
These assessment can be used for your recruitment purposes.
However you would required to know in advance the competencies required for the role.
Incase you do not have the same , you can also benchmark the roles and then undertake the same activity of identifying the people meeting those mentioned competencies. Hence they can be used for recruitment.
For more information ,we would be able to help you in identifying the same.
call us on 080 - 41518682
Regards
Sajeev
From India, Delhi
Hi Sweta,
With regard to your post on the psychological Assessment, we would like to communicate that there are advanced tools today that are available inIndia that can assess the candidates based on the competencies required for the specific role profile.
These assessment can be used for your recruitment purposes.
However you would required to know in advance the competencies required for the role.
Incase you do not have the same , you can also benchmark the roles and then undertake the same activity of identifying the people meeting those mentioned competencies. Hence they can be used for recruitment.
The same tool can be used for the L & D by identifying the gaps and then the training interventions specific to the participants requirements can be planned and undertaken.
This would also cover the behavioural area of the intervention.
For more information ,we would be able to help you in identifying the same.
call us on 080 - 41518682
Regards
Sajeev
From India, Delhi
With regard to your post on the psychological Assessment, we would like to communicate that there are advanced tools today that are available inIndia that can assess the candidates based on the competencies required for the specific role profile.
These assessment can be used for your recruitment purposes.
However you would required to know in advance the competencies required for the role.
Incase you do not have the same , you can also benchmark the roles and then undertake the same activity of identifying the people meeting those mentioned competencies. Hence they can be used for recruitment.
The same tool can be used for the L & D by identifying the gaps and then the training interventions specific to the participants requirements can be planned and undertaken.
This would also cover the behavioural area of the intervention.
For more information ,we would be able to help you in identifying the same.
call us on 080 - 41518682
Regards
Sajeev
From India, Delhi
Please have a look at below mentioned link, will help you in preparing the psychometric assessment questionnaire. It was a great help to me.
Click / open : Aptitude Test Examples | Practice Aptitude Tests | Free Psychometric Test | Personality Tests | Verbal Reasoning
regards
Priyank
From India, Delhi
Click / open : Aptitude Test Examples | Practice Aptitude Tests | Free Psychometric Test | Personality Tests | Verbal Reasoning
regards
Priyank
From India, Delhi
Dear Members,
I have something to share regarding the reports of which you all are talking. I am not denying its fariness because many medium n large scale organization are doing psychometric tests to identify and recruit the candidate that they want. It also helps them for further process of employee's performance evaluation.
I came across with the new test recently. I don't know if you people knows it or not. It is called Biometrics Multi-Intelligence Test which is done by the machine. The loophole of psychometric test is that any person can influence the results of it, but while talking about the Multi-Intelligence test done through Biometrics is wholly dependent on the individual's biological behavior. This report give a information of individual like where he is good or bad at, and also his traits. This will help organization to avoid wrong recruitment, in their performance appraisal, promotion whether horizontal or vertical etc. Because nobody can influence his/her body, its just the mind which plays drama which is seen in lot many interviews and after sometime the organization feels that they had done wrong recruitment.
I hope this information will help you in further assessment of the candidates.
One more thing, this report is valid for lifetime. Its a one time investments from which an employee as well as employer knows where to make efforts.
Regards,
Yash Sharma
From India, Vadodara
I have something to share regarding the reports of which you all are talking. I am not denying its fariness because many medium n large scale organization are doing psychometric tests to identify and recruit the candidate that they want. It also helps them for further process of employee's performance evaluation.
I came across with the new test recently. I don't know if you people knows it or not. It is called Biometrics Multi-Intelligence Test which is done by the machine. The loophole of psychometric test is that any person can influence the results of it, but while talking about the Multi-Intelligence test done through Biometrics is wholly dependent on the individual's biological behavior. This report give a information of individual like where he is good or bad at, and also his traits. This will help organization to avoid wrong recruitment, in their performance appraisal, promotion whether horizontal or vertical etc. Because nobody can influence his/her body, its just the mind which plays drama which is seen in lot many interviews and after sometime the organization feels that they had done wrong recruitment.
I hope this information will help you in further assessment of the candidates.
One more thing, this report is valid for lifetime. Its a one time investments from which an employee as well as employer knows where to make efforts.
Regards,
Yash Sharma
From India, Vadodara
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