2. Methods of Competency Based
Recruitment
Competency Based Interview
Psychometric Testing
Group Discussions
Role Plays
Work simulation tests
Group exercises
Presentations
Assessment Centers
3. “Organizations tend to recruit
people for their technical
skills, but fire them for their
personalities”
5. What is a psychometric
assessment?
Tests, exercises or questionnaires, designed by
psychologists, which measure
cognitive, behavioral and personality
constructs of an individual
6. The types of psychometric
assessment
Psychometric Assessment
Ability Tests Aptitude Tests
Personality Tests
7. Ability Testing…
Measures a persons potential
Focus is on potential
Ability tests composes of
numerical, verbal, and spatial ability scales
brought together
Numerical reasoning, numerical
analysis, numerical estimation, verbal
reasoning, verbal analysis, verbal
application, verbal evaluation, data
interpretation, verbal comprehension, visual
estimation
9. Personality Testing…
Personality can be defined as those relatively
stable and enduring aspects of an individual
which distinguishes them from other
people, making them unique, but which at the
same time permit a comparison between
individuals
10. PURPOSE
Recruitment & Selection
Personal Development
Team Building
Succession planning
Organisational change
11. Questions asked in Personality
Testing
How you relate to other people
Your work style
Your ability to deal with emotions
Your motivation, determination, & general
outlook
Your ability to handle stressful situations
12. Personality tests used in
recruitment
16PF
Leadership Opinion Questionnaire
DISC Test
EQ Test
13. 16PF Test
Thousands of traits were condensed down to
16 primary traits using factor analysis
Warmth Reasoning Emotional
stability
Dominance Liveliness Rule
Consciousness
Social Boldness Sensitivity Vigilance
Self-Reliance Privateness Perfectionism
Abstractedness Apprehensi- Tension
Openness to veness
15. Key features of 16 PF
Easy to administer, requires only 35-50 mins to
complete
Five distinct report options
Relationship between the test items and traits
measured by the 16PF instrument is not
obvious
Paper and pen, or computer administration
16. DISC Test
A four quadrant behavior model based on the
work of William Moulton Marston
Assessments classify four aspects of behavior
by testing a person’s preferences in word
associations
Dominance-relating to
control, power, assertiveness
Influence-relating to social situations &
communication
Steadiness-
patience, persistence, thoughtfulness
18. Key features of DISC
Each DISC consists of 24 questions with four
options
Takes very little time to complete-10 to 20 mins
Information thus collected is collated and 3
final graphs are made-Internal profile, External
profile, and summary profile
19. Leadership Opinion
Questionnaire
A self assessment tool for managers that
provides insight into how they relate to their
supervisees on two dimensions-considerations
& structure
Percentile scores are reported for each of the
dimensions
21. Necessities of a psychometric
test
objective
Standardized
Reliable
Predictive
Non-discriminatory
22. Why use psychometric tests?
Cost of a bad hire
Failure of traditional techniques
Saves time, effort, and money
Objective and fair practice
Better hiring decisions
Hire the best
23. Benefits
Candidate gets insight into work style and
strengths
Adds to fairness of selection process
Candidates can utilize feedback for
development purpose
Great deal of accuracy about suitability
24. However not a fool proof or altogether
objective method-subjective to human error in
case of interpretation
Best method-mix of competency based
interview with psychometric test
26. A Summary
Come out with the competencies required for
the job
Use the psychometric tests on the existing
employees to check its validity
The psychometric test scores of candidates
can be compared with the ideal scores
Selected candidates can be interviewed
27. Assessment Centers
Most effective tool used for assessing
individuals in both individual and group based
environments for selection or development
Assessment Center actually refers to an
approach
Involves participants completing a range of
exercises which simulate the activities carried
out in the target job
28. Assessment Centers…
Have a pass/fail criteria
Are geared towards filling a job vacancy
Address an immediate organisational need
Have fewer assessors and more participants
Focus on what the candidate can do now
Place emphasis on selection with little or no
development feedback and follow up
Tend to be used with external candidates