Psycometric test for cbr


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Psycometric test for cbr

  2. 2. Methods of Competency BasedRecruitment Competency Based Interview Psychometric Testing Group Discussions Role Plays Work simulation tests Group exercises Presentations Assessment Centers
  3. 3. “Organizations tend to recruitpeople for their technicalskills, but fire them for theirpersonalities”
  4. 4. Interview as the sole method
  5. 5. What is a psychometricassessment?Tests, exercises or questionnaires, designed bypsychologists, which measurecognitive, behavioral and personalityconstructs of an individual
  6. 6. The types of psychometricassessmentPsychometric AssessmentAbility Tests Aptitude TestsPersonality Tests
  7. 7. Ability Testing… Measures a persons potential Focus is on potential Ability tests composes ofnumerical, verbal, and spatial ability scalesbrought together Numerical reasoning, numericalanalysis, numerical estimation, verbalreasoning, verbal analysis, verbalapplication, verbal evaluation, datainterpretation, verbal comprehension, visualestimation
  8. 8. Aptitude Testing… Aptitude refers to specific ability Aptitude tests tend to be job related
  9. 9. Personality Testing… Personality can be defined as those relativelystable and enduring aspects of an individualwhich distinguishes them from otherpeople, making them unique, but which at thesame time permit a comparison betweenindividuals
  10. 10. PURPOSE Recruitment & Selection Personal Development Team Building Succession planning Organisational change
  11. 11. Questions asked in PersonalityTesting How you relate to other people Your work style Your ability to deal with emotions Your motivation, determination, & generaloutlook Your ability to handle stressful situations
  12. 12. Personality tests used inrecruitment 16PF Leadership Opinion Questionnaire DISC Test EQ Test
  13. 13. 16PF Test Thousands of traits were condensed down to16 primary traits using factor analysisWarmth Reasoning EmotionalstabilityDominance Liveliness RuleConsciousnessSocial Boldness Sensitivity VigilanceSelf-Reliance Privateness PerfectionismAbstractedness Apprehensi- TensionOpenness to veness
  14. 14. Global FactorsFACTOR DESCRIPTORS Extraversion Introverted, Extroverted,socially inhibtd sociallyparticipative Anxiety Low anxiety, Easilyworried, tenseunpertubed Tough-mindedness Openminded, Resolute&determinedreceptive 2 ideas Independence accomodating & Independent &
  15. 15. Key features of 16 PF Easy to administer, requires only 35-50 mins tocomplete Five distinct report options Relationship between the test items and traitsmeasured by the 16PF instrument is notobvious Paper and pen, or computer administration
  16. 16. DISC Test A four quadrant behavior model based on thework of William Moulton Marston Assessments classify four aspects of behaviorby testing a person’s preferences in wordassociations Dominance-relating tocontrol, power, assertiveness Influence-relating to social situations &communication Steadiness-patience, persistence, thoughtfulness
  17. 17. D&I=Extrovert D&C=Task focusedC&S=Introvert S&I = SocialAspects
  18. 18. Key features of DISC Each DISC consists of 24 questions with fouroptions Takes very little time to complete-10 to 20 mins Information thus collected is collated and 3final graphs are made-Internal profile, Externalprofile, and summary profile
  19. 19. Leadership OpinionQuestionnaire A self assessment tool for managers thatprovides insight into how they relate to theirsupervisees on two dimensions-considerations& structure Percentile scores are reported for each of thedimensions
  20. 20. Emotional Quotient Test Self-awareness Emotional resilience Motivation Interpersonal sensitivity Influence & persuasion Decisiveness Conscientiousness & integrity
  21. 21. Necessities of a psychometrictest objective Standardized Reliable Predictive Non-discriminatory
  22. 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. 23. Benefits Candidate gets insight into work style andstrengths Adds to fairness of selection process Candidates can utilize feedback fordevelopment purpose Great deal of accuracy about suitability
  24. 24.  However not a fool proof or altogetherobjective method-subjective to human error incase of interpretation Best method-mix of competency basedinterview with psychometric test
  25. 25. Still… Expensive Difficult to understand Difficult to interpret & easy to misinterpret
  26. 26. A Summary Come out with the competencies required forthe job Use the psychometric tests on the existingemployees to check its validity The psychometric test scores of candidatescan be compared with the ideal scores Selected candidates can be interviewed
  27. 27. Assessment Centers Most effective tool used for assessingindividuals in both individual and group basedenvironments for selection or development Assessment Center actually refers to anapproach Involves participants completing a range ofexercises which simulate the activities carriedout in the target job
  28. 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 nodevelopment feedback and follow up Tend to be used with external candidates
  29. 29. Thank You!