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-Best HR Practice 2007
-Best HR Practice 2008
-Best HR Practice 2009
Special Achievement Award
(Star Greenbelt of East Six
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-Best HR Professional 2011
-HR Champion 2012
&AWARDS
ACCOLADES

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Psychometric Test

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Theory

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What is Psychometric Test

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 Psychometric tests can be used as part of the recruitment and selection
process by employers to assess your ability in specific skills (eg verbal,
numerical and diagrammatical reasoning) or to find out about your
personal qualities by using personality questionnaires.
 92% of employers considered psychometric testing to be a useful or very
useful aid to the recruitment process.
 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
Definition of Psychometric Test

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What do psychometric tests measure?
 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.

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Different types of Psychometric Test

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Different Types of Test
Psychometric Test
Selection & Recruitment Career Progression

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Different Types of Test
Psychometric Selection
Test
Personality &
Interest Test
Aptitude & Ability Test

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Some Popular Psychometric Test

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16 PF
 Developed in the 1940s and
refined in the 60s
 Attempts to define the
basic underlying
personality
 Questionnaire based
 Analysis using 16
personality factors
Used for
 Selection
 Development
 Executive coaching
 Teambuilding
Factor Descriptors
A Warmth Reserved Outgoing
B Reasoning Less Intelligent More Intelligent
C Emotional Stability Affected by feelings Emotionally stable
E Dominance Humble Assertive
F Liveliness Sober Happy-go-lucky
G Rule 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
Q1 Openness to Change Conservative Experimenting
Q2 Self-Reliance Group-dependent Self-sufficient
Q3 Perfectionism Self-conflict Self-control
Q4 Tension Relaxed Tense

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MBTI
 Based on theories of Gustav Jung
 Most widely-used questionnaire
based test to create 16
‘Personality Types’
 Uses four bi-polar dimensions
Sensing –Intuition (SN)
Thinking – Feeling (TF)
Extraversion-Introversion (E-I)
Judging-Perceiving (J-P)
Used for
 Individual development
 Management and leadership
development
 Team building and development
 Organizational change
 Improving communication
 Education and career counseling
 Relationship counseling

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OPQ32 (Occupational Personality Questionnaire)
A common occupational personality
questionnaire used to ascertain
the subject's likely behavioural
style when at the workplace, so
an employer can decide if the
subject will make a good
candidate for a particular position

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Thomas Personal Profiling System (DISC Personality Model)
Purpose
 Developed in 1920s to
understand ‘why people do what
they do’
 Simple questionnaire based
Uses four categories of human
behavioral styles
"D" for Dominance-Drive-Direct,
"I" for Influence
"S" for Steadiness or Stability
"C" for Compliant,
Conscientious, or Cautious
Used for
 As a learning tool
 For career development
 Training, coaching and mentoring
 Organisational development and
performance

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Gordon’s Personal Profile Inventory
The GPP-I is intended to measure
personality with respect to nine specific
personality traits. It was constructed by
combining two separate instruments
developed by its author: the Gordon
Personal Profile (GPP), and the Gordon
Personal Inventory (GPI).
 Responsibility
 Stress Tolerance
 Sociability
 Self confidence
 Cautiousness
 Original Thinking
 Personal Relationship
 Vigour
 Leadership Potential
 Sales Influence

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Rorschach Ink-Blot Test
A psychological test in which a
subject's interpretations of a
series of standard inkblots are
analyzed as an indication of
personality traits,
preoccupations, and conflicts. It is
a psychological projective test of
personality in which a subject's
interpretations of ten standard
abstract designs are analyzed as a
measure of emotional and
intellectual functioning and
integration.

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FIRO-B
 Based on a 2-hour, 54-question
questionnaire
 Helps people to understand
themselves and their
relationships with others
 Describes interpersonal behavior
in terms of three primary
dimensions:
1. Need for Inclusion
2. Need for Control
3. Need for Affection
Used for
 Team building and team
development
 Individual development and
executive coaching
 Conflict resolution
 Selection and placement
 Management and leadership
development
 Relationship counseling

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Picture Frustration Test
A projective test, designed to measure characteristic
modes of responding to frustration, in which the
respondent is presented with 24 cartoon drawings,
each depicting one person saying something
frustrating to the other, the second person being
shown with a blank speech bubble. The respondent's
task is to fill in each of the 24 blank speech bubbles
with the first response that comes to mind, and from
the responses the direction of aggression (directed
inwards, directed outwards, or repressed) and type of
aggression, including obstacle-dominance (frustrating
objects stand out), ego-defence (the respondent's
ego predominates to protect itself), and need-
persistence (the respondent pursues goals despite
frustration) are scored

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Thematic Apperception Tests (TAT)
 Thematic apperception test (TAT) is a
projective psychological test. Proponents
of the technique assert that subjects'
responses, in the narratives they make up
about ambiguous pictures of people,
reveal their underlying motives,
concerns, and the way they see the social
world.
 The Thematic Apperception Test, or TAT,
is a projective measure intended to
evaluate a person's patterns of thought,
attitudes, observational capacity, and
emotional responses to ambiguous test
materials.

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What is Assessment Centre

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 They normally form the final part of the selection process so, if you have reached this stage, you are
doing well.
 Along with the formal interview stage, candidates are set a number of exercises designed to assess
whether they possess the competencies and personal qualities sought by the employer for that
particular role and their suitability for the organization.
 Exercises will assess competencies such as the following: leadership skills, analytical skills, oral and
written communication, numerical skills, ability to work under pressure, and team working skills.
 Employers will also want to see how you work with other people and how you react in social
situations.
 Tasks may include a range of activities including the following:-
a. Psychometric tests and/or personality questionnaires
b. Interviews – with one or more interviewers
c. Individual and/or group presentations
d. Group exercises – such as a teambuilding task or case study
e. In-tray or e-tray exercises
f. Social events
g. Written exercises or case studies

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In-tray Group
Exercise
Presentation Ability
Tests
Interview Personality
Questionnaire
Presenting and
Communicating
Information
√ √√ √√
Working with
People
√√ √ √
Persuading and
Influencing
√ √√ √ √
Analysing √√ √√ √
Planning &
Organising
√√ √ √ √

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Characteristics of Psychometric Test

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Ability or Aptitude Tests
Under exam conditions
Usually timed
Right and wrong answers
Unusual to finish all questions
Results compared with norm group


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Objectives of Psychometric Test

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 Reduce the risks of recruitment
 Minimise the costs of selection
 Recognise the potential in people
 Reduce staff turnover
 Improve productivity
 Manage effective performance
 Effect transition programmes
 Control succession planning
 Create a leadership pipeline

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Measurement of Psychometric
Test

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Psychometrics
help achieve a
closer match
between the
people and their
jobs
Ability tests
Structured
interviews
Personality queries
Assessment Centres
Bio data
Years job experience
Years education

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