This document discusses psychometric tests, which aim to measure mental ability, aptitude, or personality traits. They are used widely in recruitment and selection processes by large companies. The document outlines different types of psychometric tests, including aptitude, personality, and ability tests. It provides examples of specific tests like the MBTI, DISC, and 16PF models. It discusses what each test measures and how they are used to evaluate job candidates or promote employees based on fitting their skills and traits to occupational demands. Popular tests assess factors like conscientiousness, extraversion, emotional stability, and preferences for tasks. The document also covers how psychometric tests should be designed and administered to provide objective and standardized assessments.
Beyond the Codes_Repositioning towards sustainable development
Psychometric Test & Personality Evualuation
1. Project by : Sagar Dusane
First Year MMS / Sem– 2
Roll No 11- B(2015-2017)
Psychometric
Test
2. What is a psychometric test?
• 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
3. 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
4. What types of test are there?
Psychometric
Selection Test
Personality &
Interest Test
Aptitude & Ability
Test
5. What are they used for?
Psychometric tests
Selection &
Recruitment
Career progression
6. A psychometric test should be:
• Objective:
– The score must not be 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.
7. Popular psychometric tests are:
• 16 PF
• MBTI
• OPQ32
• Thomas Personal Profiling System
• Gordon’s Personal Profile Inventory
• Rorschach Ink-Blot Test
• FIRO-B
• Picture Frustration Test
• Thematic Apperception Tests (TAT)
8. The five factors model
Basis of many tests: Uses five personality traits:
• Openness
• Conscientiousness
• Extraversion
• Agreeableness
• Neuroticism
9. Five factor scoring:
-ve +ve
Extraversion
Agreeableness
Conscientiousn
ess
Neuroticism
Openness to
experience
10. FIRO-B:
• 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:
– Need for Inclusion
– Need for Control
– Need for Affection
FUNDAMENTAL INTERPERSONAL RELATIONSHIP ORIENTATION-BEHAVIOUR
11. FIRO-B is used for:
• Team building and team
development
• Individual development and
executive coaching
• Conflict resolution
• Selection and placement
• Management and
leadership development
• Relationship counseling
12. MBTI: Myers-Briggs type indicator
• 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 (EI)
– Judging - Perceiving (JP)
• To create 16 “Personality Types”
13. MBTI is used for:
• Individual development
• Management and leadership
development
• Team building and
development
• Organizational change
• Improving communication
• Education and career
counseling
• Relationship counseling
14. The DISC personality model
• 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
Direct, Influencing, Steady and Compliant behaviors.
The DISC Four Quadrant Model
15. DISC is used for:
• As a learning tool
• For career development
• Training, coaching and mentoring
• Organisational development and performance
16. 16 Personality Factor model (16PF)
• Developed in the 1940s and refined in the 60s
• Attempts to define the basic underlying personality
• Questionnaire based
• Analysis using 16 personality factors
• Selection
• Development
• Executive coaching
• Teambuilding
16 PF is used for:
17. Johari Window
• Joseph Luft and Harry Ingham in 1955
• Used to help people better understand their interpersonal
communication and relationships
• Subject chooses 5 or 6 out of a list of 55 adjectives
• Peers of the subject then pick up 5 or 6 adjectives which
they think describe the subject
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.
18. Aptitude and ability tests
• 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
19. Types of aptitude & ability test
Verbal Reasoning
Numeric Reasoning
Abstract Reasoning
Spatial Reasoning
Mechanical Reasoning
Data Checking
Work Sampling
Aptitude &
Ability Test
20. Psychometric Tests be used in recruitment
• Big businesses and 70%(Small and medium-sized
enterprises) of SMEs in Europe, India and Australia use
them
• Psychometric conducted after the initial CV selection and
telephone contact, but before recruitment interviews
• It helps to judge 360° view of candidates’ abilities
• Emotional intelligence tests in order to evaluate candidates’
ability to observe, understand and manage their emotions
• Measure how people differ in their motivation, values,
priorities and opinions with regard to different tasks and
situations
• Helpful at analysing the more ‘hidden’ traits of an individual
24. For more information:
BOOKS
Anastasi Anne, Urbina Susana, Psychological Testing,
Pearson Education, 2003.
Mcshane S, Glinow A M, Sharma R, Introduction to Organization
Behavior, Tata McGraw Hills, 2006.
E-Books
D.Constantine-Simms,
Everything you need to know to pass psychometric tests.
Magazines
HRM Review February 2007
Websites
http://www.teamfocus.co.uk/different_types_of_psychometric_tests.htm
http://changingminds.org/disciplines/hr/selection/psychometric.htm
http://www.personalitypathways.com/type_inventory.html
http://en.wikipedia.org
www.humanmetrics.com
http://www.opp.co.uk
