Choose The Career That’s Right For You


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Fast Track 2010 Seminar on Psychometric Testing

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  • Introduce self
  • The British Psychological Society definition of a psychometric test: 'a psychological test is any procedure on the basis of which inferences are made concerning a person's capacity, propensity or liability to act, react, experience, or to structure or order thought or behaviour in particular ways'. So what do they DO? brainstorm
  • Do not click until got suggestions Personality and aptitude tests (psychometrics) help you: Discover your natural talents Recognise your strengths and preferences Match your interests and style Understand your career and job options Determine your suitability for further education courses Understand what motivates you What really makes you come alive? Look at what you enjoy doing outside work - what are you passionate about? Now try to apply that to a career. Ask friends to describe you as well as they often see things we don’t. Focus on your strengths and understand your weaknesses Psychometric tests are a great way of identifying your strengths and weaknesses. Instead of trying to overcome your weaknesses, leave the things you’re not good at to someone who is and focus on your strengths. Identify that dream job Match your motivations, strengths, preferred working styles and goals to specific roles, industries, and types of organisations (small or large, public or private, entrepreneurial or traditional etc.)
  • Clearly these circumstances can be a little frightening so it is advisable to practice being tested where possible to learn to overcome 'nerves' which might interfere with performance particularly for aptitude tests which usually depend on how many accurate answers the candidate achieves in the allocated time. Psychometric tests are increasingly popular with employers because they compare candidates in an objective way. They are put together by expert test providers to make sure that each test accurately measures what it should and they are backed up by evidence and data that shows they work well. Other recruitment methods, such as interviews, will always be more subjective as they depend on personal opinions. Everyone who takes a psychometric test is given the same questions and takes them under the same conditions, so nobody has an unfair advantage. Psychometric testing can help you, as well as your potential employer. Aptitude tests will give you an idea of the sorts of skills that are needed to do the job. If you have these skills they will shine through in the tests, and you will learn whether you’ll be happy doing the job. If you struggle with a test then perhaps the job isn't right for you anyway. If you are unsuccessful you should be offered feedback on your performance, your strengths and the areas you could work on. Use this vital information to analyse gaps in your skills, or to help you find a job that's really right for you.
  • Some uses of psychometric tests are: Careers guidance Selection of candidates to jobs Personal development Identification of training needs/staff development Building and developing teams
  • Over 70% of large companies use them in their recruitment process and small companies are using them increasingly. They are also used to assess existing employees for: training and staff development needs Promotion 65% of Employers use Psychometric Tests in their recruitment process, knowing yourself and your weaknesses is the first step to answering those unexpected questions. The most common types of psychometric assessment used in job selection are ‘aptitude’ (or ‘ability’) tests and ‘personality assessment
  • The identification of training needs. Encourage employers to do thorough job analysis in order to identify appropriate skills and abilities. This helps to ensure that candidates for a position are assessed on skills only relevant to the job Aim to select someone who has the skills, abilities and personal qualities to do their job well. Some selection methods are better than others at gathering different types of evidence about your suitability. Application forms provide information about your qualifications, work experience and written communication skills; Interviews allow you to show your oral communication skills; Psychometric tests offer insight into whether you have the specific abilities and personal qualities required. .
  • These are designed to test your logical reasoning or thinking. There are a variety of tests but the most commonly used are: ' Verbal Reasoning ’ – assessing your ability to reason with written information. ‘ Numerical Reasoning ’ – assessing your ability to reason with numbers, charts and graphs. ‘ Diagrammatic ’ or ‘ Spatial Reasoning ’ – assessing your ability to reason with abstract figures and to think logically. You may come across other tests depending on the types of job you are applying for, such as ‘programming aptitude’, or ‘mechanical aptitude’. Aptitude tests are administered under examination conditions and are strictly timed. You are normally asked to select the correct answer from a range of alternatives. Do not worry if you cannot complete all the questions in the time allowed (few people do so). What counts is the number of questions you get right, so work as quickly and accurately as you can. Your score is compared with a ‘norm group’ such as students/graduates who have taken the test before. This allows selectors to assess your reasoning skills in relation to others and to make judgements about your ability to cope with tasks involved in the job applied for. Tests are often used alongside other selection methods, either as part of an assessment centre or at the same time as the initial interview. In this case, it is your overall performance which is important and the test scores do not carry more weight than any other element of the process. However, sometimes tests are used prior to a first interview and a fixed minimum score will be required in order to get to the next stage.
  • Personality Assessments Designed to explore the ways in which you typically react to and deal with different situations. They are not tests as such; there are no ‘right’ or ‘wrong’ answers and they are not timed. These self-report questionnaires allow a profile to be drawn up from your responses to a large number of questions or statements. The questions focus on factors such as how you relate to other people, your work style, your ability to deal with your own emotions and those of others, your motivation and determination and your general outlook Selectors do not look for any specific personality profile for a job, but some characteristics will be more appropriate for particular jobs (e.g. social confidence and independence are important for sales). Personality measurements provide only a guide to your true personality and are used only as supplementary information. You may be given feedback on the profile resulting from your answers or occasionally this may form the basis for a subsequent interview. The best way to approach these questionnaires is to answer in an honest and straightforward manner. Guessing what the employer is looking for could be counter productive - after all, you do not want to be given a job which does not suit you
  • TRANSFERABLE SKILLS People Working as a member of a team Starting conversations Data Reading to extract facts Working with numbers quickly Things Good hand-eye co-ordination Assembling things Ideas Painting/drawing pictures Creative writing Let's brainstorm.............
  • Let's brainstorm ........
  • Your interests represent your preferences for doing some activities instead of others. Some people like driving cars, others like exploring caves, some like keeping financial records, while others like drawing diagrams. This exercise is based on the work of John Holland who discovered people’s interests incline them to particular types of occupation. He also found that people in the same occupation, although they may have different values, will have similar skills and interests. You are going to have a few minutes to decide which groups of people you prefer Look around at the different coloured posters – and the explanations – decide which one would be your favourite most like minded Now you do this 2 more times – until you have 3 letters – codes Occupational Interest code – check our stand for job matches and ideas
  • Realistic Occupations include skilled trades, technical and some service occupations, which involve physical co-ordination or strength, using and repairing machinery and understanding mechanical principles or exploiting natural resources. Investigative Occupations include scientific and some technical occupations, which involve an interest in how and why things work or happen, and interest in discovering the facts of a situation, analysing and solving problems. Artistic Occupations include visual and performing arts; design and literary occupations. Social Occupations include educational and social welfare; occupations which involve advising, understanding and helping others with their problems. Enterprising Occupations include managerial, sales, financial and service occupations, which involve an interest in managing, leading, negotiating with others or promoting projects. Conventional Occupations include office and clerical occupations, public administration and security, and involve interest in directing or organising procedures by means of paper work.
  • Matching who you are with what you do seems like a good idea, yet most people are in jobs that don’t match their personal style and natural talent. We can help you to … Connect WHO you are with WHAT you love to do Discover the secret to finding the perfect career for you Uncover your strengths and talents so you can make the right choices It’s important for you to choose a career that reflects the person you are. When you choose a career that matches your natural style you are more productive, happier and less stressed than being in a job that doesn't suit you. The right job will inspire you, challenge you and reward you. So what can My Career Match do for you?
  • Choose The Career That’s Right For You

    1. 1. Psychometric Testing Choose the CAREER that’s right for YOU Lynn Tulip Assessment 4 Potential | 07801 689801 |
    2. 2. What are Psychometric Tests <ul><ul><li>Formal, structured exercises designed by psychologists to measure psychological qualities such as reasoning ability and personality factors. </li></ul></ul><ul><ul><li>Carefully researched and tested to ensure that they are fair, reliable and valid. </li></ul></ul><ul><ul><li>Administered and scored in a standardised way, allowing your results to be compared with people who have taken the tests before. </li></ul></ul><ul><ul><li>Comparison groups used will often be other university students or recent graduates. </li></ul></ul>
    3. 3. Psychometric Tests <ul><li>Understand what motivates you </li></ul><ul><li>Focus on your strengths and appreciate your weaknesses </li></ul><ul><li>Discover your occupational interests </li></ul><ul><li>Identify the dream job </li></ul><ul><li>Recognise your cultural preferences </li></ul><ul><li>Match your skills to jobs </li></ul><ul><li>Find out more about your personality and behaviours </li></ul>
    4. 4. Taking part in psychometric testing? <ul><li>Psychometric tests are usually delivered in formal 'examination-type' circumstances and under strictly timed and formal conditions. </li></ul><ul><ul><li>on separate tables and not allowed to converse with each other. </li></ul></ul><ul><ul><li>given standardised instructions and usually at least one practice question. </li></ul></ul><ul><ul><li>answer sheet is handed in and scored either then or later. </li></ul></ul><ul><li>Feedback should always be given. </li></ul>
    5. 5. Uses for Psychometric Tests
    6. 6. Who uses psychometric tests? <ul><li>Large, medium, and an increasing number of small firms use psychometric tests. </li></ul><ul><li>Over 70 % of larger companies are currently using psychometric tests to gather vital information from potential and current employees. </li></ul><ul><li>More and more companies are using psychometric tests for graduate recruitment and filtering out candidates when there are large numbers of applicants. </li></ul>
    7. 7. Why use psychometrics in an employment setting? <ul><li>The main advantages are: </li></ul><ul><ul><li>Objectivity – they dramatically reduce bias and personal perspective </li></ul></ul><ul><ul><li>Clarity - they provide a robust framework and structure </li></ul></ul><ul><ul><li>Equality and fairness for all individuals (tests are standardised so that all individuals receive the same treatment) </li></ul></ul><ul><ul><li>Increase the likelihood of being able to predict future job performance (they have a high level of ‘predictive validity’) </li></ul></ul>
    8. 8. Ability & Aptitude
    9. 9. Personality Questionnaires
    10. 10. Vocational Exploration <ul><li>Examples of tests and exercises to help you decide what you want to do </li></ul><ul><ul><ul><li>Personality Traits </li></ul></ul></ul><ul><ul><ul><li>Personal Values </li></ul></ul></ul><ul><ul><ul><li>Transferable Skills </li></ul></ul></ul><ul><ul><ul><li>Occupational Interests </li></ul></ul></ul><ul><li>Suggestions and ideas for suitable jobs. </li></ul>
    11. 11. Transferable Skills
    12. 12. Transferable Skills <ul><li>Self-awareness </li></ul><ul><li>Self-motivated/self-starter </li></ul><ul><li>Sound academic achievement </li></ul><ul><li>Speaking foreign language </li></ul><ul><li>Effective interpersonal skills </li></ul><ul><li>Strong verbal & written communication skills </li></ul><ul><li>Team player </li></ul><ul><li>Working to deadlines </li></ul><ul><li>Adaptable, can-do attitude </li></ul><ul><li>Analytical and conceptual skills </li></ul><ul><li>Computer literacy/IT skills </li></ul><ul><li>Decision making aptitude </li></ul><ul><li>Energy and enthusiasm </li></ul><ul><li>Influencing & negotiating </li></ul><ul><li>Leadership </li></ul><ul><li>Planning & organising </li></ul><ul><li>Problem-solving skills </li></ul><ul><li>Research skills </li></ul>
    13. 13. Occupational Interests <ul><li>R = Realistic </li></ul><ul><li>I = Investigative </li></ul><ul><li>A = Artistic </li></ul><ul><li>S = Social </li></ul><ul><li>E = Enterprising </li></ul><ul><li>C = Conventional </li></ul><ul><li>Holland's Vocational Codes – Career Personality Theory </li></ul>
    14. 14. Occupational Interests <ul><li>Realistic </li></ul><ul><li>Investigative </li></ul><ul><li>Artistic </li></ul><ul><li>Social </li></ul><ul><li>Enterprising </li></ul><ul><li>Conventional </li></ul><ul><li>Realistic </li></ul><ul><li>Investigative </li></ul><ul><li>Artistic </li></ul>1.___ 2. ___ 3. ___
    15. 15. FREE e-Book Leave us your e-mail address and we will send you our e-book FREE * on how to excel at interviews and “ Get the Job You Want ” * Usual charge £10.00
    16. 16. IMPORTANT <ul><li>Choose a career that reflects the person you are. </li></ul><ul><li>Choose a career that matches your natural style so you are more productive, happier and less stressed </li></ul><ul><li>Choose a job that suits you </li></ul><ul><li>Choose the right job that will inspire you, challenge you and reward you </li></ul><ul><li>Choose the CAREER that’s right for YOU </li></ul>
    17. 17. Psychometric Testing Choose the CAREER that’s right for YOU Additional Information Lynn Tulip Assessment 4 Potential | 07801 689801 |