An Overview of Psychometric Testing


Published on

Current PPT is about Psychometric Tests & Their importance in Recruitment & Selection...

  • Be the first to comment

  • Be the first to like this

No Downloads
Total views
On SlideShare
From Embeds
Number of Embeds
Embeds 0
No embeds

No notes for slide

An Overview of Psychometric Testing

  1. 1. Overview of Psychometric Tests Submitted To-CC-Tech Team Presented By-Subodh Shahare
  2. 2. Introduction of Psychometric Tests  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 educational psychology.  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.
  3. 3.  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 testing.
  4. 4. Psychometric Test?  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'.
  5. 5. Why Use Psychometrics In An Employment Setting? The main advantages of using psychometric tests are:  Clear Objectivity - They dramatically reduce bias and personal perspective.  Clarity - They provide a trusted framework and structure.  Equality and fairness for all individuals (tests are standardized so that all individuals receive the same treatment).  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.
  6. 6. What Do Psychometric Tests Measure? 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 environment.
  7. 7. Popular Models of Psychometric Tests  Five Factors Model  FIRO-B  MBIT  16PF  Johari Window
  8. 8. 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 people)  Neuroticism (Tendency to worry)
  9. 9. FIRO-B: FUNDAMENTAL INTERPERSONAL RELATIONSHIP ORIENTATION-BEHAVIOUR  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
  10. 10. Uses Of FIRO-B :  Team building and team development  Individual development and executive coaching  Conflict resolution  Selection and placement  Management and leadership development  Relationship counseling
  11. 11. 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)(Way of Information Gathering)  Thinking – Feeling (TF)(Decision Making)  Extraversion-Introversion (E-I)(Preferred Attention Area)  Judging-Perceiving (J-P)(Individual Orientation to External World)  To create 16 ‘Personality Types’
  12. 12. Uses Of MBTI :  Individual development  Management and leadership development  Team building and development  Organizational change  Improving communication  Education and career counseling  Relationship counseling
  13. 13. 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
  14. 14. 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 The 16 factors with their word descriptors of each scale
  15. 15. Uses Of 16 PF:  Selection  Development  Executive coaching  Teambuilding
  16. 16. Johari Window  Joseph Luft and Harry Ingham in 1955  Used to help people better understand their strong & weak points & their hidden potential.
  17. 17. Johari Window 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. 18. Johari Window  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.
  19. 19. Types of Tests
  20. 20. 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).
  21. 21. Types Of Aptitude And Ability Tests
  22. 22. Uses Of Psychometric Tests  Selection of candidates to jobs  Personal development/identification of training needs/staff development  Careers guidance  Building and developing teams
  23. 23. Potential Problems In Personality Testing  Reliability.  Lack of job relatedness.  Faking by test takers.
  24. 24. Summary  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 abilities,interpritation abilities,etc.  Mostly used by Fortune 500(USA)& Times 100(UK) companies .  Helpful for selection of right candidate for right job & to reduce the cost to company while hiring.
  25. 25. Questions
  26. 26. Thank You!!!