Overview of Psychometric
Submitted To-CC-Tech Team
Presented By-Subodh Shahare
Introduction of Psychometric
These days you encounter psychometric testing as
part of recruitment or selection process.
Psychometric tests used since early part of the
20th century originally developed for use in
Their aim is to provide employers with a reliable
method of selecting the most suitable job
applicants or candidates for promotion.
Most of the established psychometric tests used in
recruitment and selection make no attempt to
analyse your emotional or psychological stability.
Psychometric testing is now used by over 80% of
the Fortune 500 companies in the
USA and by over 75% of the Times Top 100
companies in the UK.
Information technology companies, financial
institutions, management consultancies, police
forces, all make extensive use of psychometric
A psychometric test is any procedure on the basis of
which conclusions are made about a person's capacity,
liability to act, react, experience or behaviour in
particular ways in particular situation'.
Why Use Psychometrics In An
The main advantages of using psychometric tests
Clear Objectivity - They dramatically reduce bias
and personal perspective.
Clarity - They provide a trusted framework and
Equality and fairness for all individuals (tests are
standardized so that all individuals receive the
The identification of training needs.
Encourage employers to go 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.
What Do Psychometric Tests
Psychometric tests measure personality attributes like:
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 tests do not analyze your emotional or
psychological stability like clinical psychological tests.
Best match of individual to occupation and working
Popular Models of Psychometric
Five Factors Model
The Five Factors Model
Basis of many tests: Uses five personality traits:
Introduced by Costa & McCrae in 1990
Openness to experience
Conscientiousness(How Structured 1 Is)
Extraversion(How Energetic 1 Is)
Agreeableness(Level of orientation towards other
Neuroticism (Tendency to worry)
FUNDAMENTAL INTERPERSONAL RELATIONSHIP
Introduced 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
Uses Of FIRO-B :
Team building and team development
Individual development and executive coaching
Selection and placement
Management and leadership development
MBTI: Myers-Briggs Type
Based on theories of Gustav Jung
Most widely-used questionnaire based test
Uses four bi-polar dimensions
Sensing –Intuition (SN)(Way of Information
Thinking – Feeling (TF)(Decision Making)
Judging-Perceiving (J-P)(Individual Orientation
to External World)
To create 16 ‘Personality Types’
Uses Of MBTI :
Management and leadership development
Team building and development
Education and career counseling
16 Personality Factor Model
Developed in the 1940s and refined in the 60s
Attempts to define the basic underlying personality
Analysis using 16 personality factors
A Warmth Reserved Outgoing
B Reasoning Less Intelligent More Intelligent
C Emotional Stability
E Dominance Humble Assertive
F Liveliness Sober Happy-go-lucky
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
Q3 Perfectionism Self-conflict Self-control
Q4 Tension Relaxed Tense
The 16 factors
with their word
Uses Of 16 PF:
Joseph Luft and Harry Ingham in 1955
Used to help people better understand their strong
& weak points & their hidden potential.
Each adjective is
placed in one of
Team members -
and leaders - should
strive to increase
their open free
areas, and to reduce
their blind, hidden
and unknown areas.
JOHARI QUADRANT 1 – “OPEN Arena”
Information/Area known by the person ('the self')
and known by the group ('others').
JOHARI QUADRANT 2- “BLIND SPOT”
What is known about a person by others in the
group, but is unknown by the person him/herself.
JOHARI QUADRANT 3 – “HIDDEN Arena”/”Façade”
What is known to us but kept hidden therefore
unknown to others.
JOHARI QUADRANT 4 –”UNKNOWN Arena”
Information, feelings, latent abilities, aptitudes,
experiences etc., that are unknown to the person
him/herself and unknown to others in the group.
Types of Tests
Different Psychometric tests analyse different aspects
of personality & thinking of an individual:
Aptitude & Ability Tests – These measure how
people differ in their ability to perform or carry out
different tasks. (these are the type you are most
likely to find at the first stage of a selection
process). Designed to assess one’s logical
reasoning or thinking performance.
Interest Tests – These measure how people vary in
their motivation, in the direction and strength of
their interests, and in their values and opinions
(these are less likely to be used on new graduates
but are sometimes).
Personality Tests – These measure how people
differ in their style or manner of doing things, and
in the way they interact with their environment and
other people (personality).
Uses Of Psychometric Tests
Selection of candidates to jobs
Personal development/identification of
training needs/staff development
Building and developing teams
Potential Problems In Personality
Lack of job relatedness.
Faking by test takers.
Psychological tests are used nowadays as a tool for
recruitment & selection.
These test usually aim at knowing different abilities
of an individuals like numerical abilities, verbal
Mostly used by Fortune 500(USA)& Times 100(UK)
Helpful for selection of right candidate for right job
& to reduce the cost to company while hiring.