Zero contact online psychometric assessment is the future of psychometric test, and online aptitude test. Psychometric assessment help in recruitment process in hrm(human resource management). In a survey study by SHRM in collaboration with Mercer (2016), 78% of respondents identified dependability and reliability as the most important skill for entry-level positions, 14% of respondents identified respect as the most important skill. visit for more www.9links.in

1. FUTURE OF TALENT ASSESSMENT
Dr. Nivedita Srivastava
Founder and CEO

2. TALENT ASSESSMENT INDICES
• Most companies attempt to tackle
talent assessment with formal
high-potential(HiPo) identification
programs.
• Past performance and technical
skills
• Manager nominations
– Contaminated by politics
• Impression management
Ref: Forbes

3. Identifying the Gems

4. Identifying the Gems

6. A BRIEF HISTORY OF ASSESSMENT
• Dates back to 2200 B.C. , when
the Chinese emperor used
grueling tests to assess fitness for
office.
• Francis Galton, cousin of Charles
Darwin
– 1884-1890- studied individual
differences
– Demonstrated that objective
tests could provide
meaningful results.
• Alfred Binet (1905)- first
modern intelligence test-higher
psychological processes

7. TALENT ASSESSMENT
IN CORPORATES
• APTITUDE TESTS
• PSYCHOMETRIC TESTS

8. PSYCHOMETRIC
ASSESSMENTS
• Intelligence tests
• Aptitude tests
• Achievement tests
• Creativity tests
• Personality tests
• Interest inventories
• Behavioral tests
• Neuropsychological
tests

9. PSYCHOMETRICS
‘Standardized procedure for sampling behavior
and describing it using scores or categories”

10. USE OF PYSCHOMETRICS
A Survey by SHRM
• 18% of companies use psychometric testing in
the hiring process.
• Growing at a rate of 10-15% per year.

11. CURRENT TRENDS

12. CURRENT TRENDS
Largely for top
management and middle
management level

13. CURRENT TRENDS
• 80% of the times as pre-
hiring tools
• 20% are L&D focussed

15. Equal Emphasis

16. NEW AGE ASSESSMENT TOOLS
MANAGERS/LEADERS • GAMIFICATION
• SOCIAL MEDIA ANALYTICS
• DATA ANALYTICS
• CONVENTIONAL
PSYCHOMETRIC TOOLS

17. SKILLED WORKFORCE
• Technical skills
• Grades
• Not so much IN FOCUS

18. NEW AGE ASSESSMENT TOOLS
• TALENT ASSESSMENT AS
SKILL ASSESSMENT Vs
PERSONALITY PROFILING
• FITMENT INTO ROLES
• ACROSS LEVELS –ACROSS
SECTORS

19. • A survey study by SHRM in collaboration with Mercer
(2016)
• 78% respondents identified dependability and
reliability as the most important skill for entry-level
positions, 14% respondents identified respect as the
most important skill.
Exploring Employability Skills- The way Forward

20. 78%
49%
36%
30%
24%
20%
15% 14%
SHRM- MERCER STUDY

21. AUTOMATION AT
WORKPLACE

22. German, Japanese and Chinese
automobile manufacturing organisation
leaders
• The industry requires competencies
from blue-collar workers competencies
beyond basic technical knowledge and
operational skills.
• Ability to meet the demands of
process automation, teamwork,
communication, cooperation
World Bank in Vietnam (2014) Stronger cognitive and behavioural skills
will help workers to continuously update
their technical skills during their working
lives
Exploring Employability Skills- SKILLED
WORKFORCE

23. Methodology
• A study by 9 LINKS was conducted on a sample of
3006 entry-level workforce and job aspirants
• The age range of the work force under study was 15-
30 years-blue collar and front line functions
• The questionnaire, 3 SKILL ASSESSMENT
QUESTIONNAIRE

24. • 87 questions of multiple choice, situational judgement
questions, and five-point rating scales.
Cognitive skills Social and Behavioural Skills Integrity
Visual Memory Communication skills Values
Visual Attention Collaboration skills
Personal Aggression
Perceptual Skills Stress Tolerance and Impulse Control
Production Deviance
Numerical Ability Adaptability Skills
Property Deviance
Verbal Ability Ability to learn independently
Personal Aggression
Openness to learning
Negotiation Skills
Customer Orientation
Result Orientation

25. Results
0.00%
20.00%
40.00%
60.00%
80.00%
100.00%
Visual
Attention
Numerical
Ability
Verbal Ability Visual
Memory
Visual Speed
and Accuracy
Perception
55.62%
63.51%
27.91%
50.86%
89.65%
54.03%
33.40%
27.78%
47.01%
41.38%
3.73%
33.93%
10.98%
8.72%
25.08%
7.75%
6.62%
12.04%
Cognitive Skills
High Medium Low

26. Results
45.48%
13.30% 11.17%
51.86%
70.74%
50.00%
2.66%
15.96%
38.83%
0.00%
20.00%
40.00%
60.00%
80.00%
Result Orientation Customer Orientation Negotiation
Business Skills
High Medium Low

27. Results
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
18.30%
14.94%
27.93% 28.71%
17.56%
19.41%
48.84%
53.29%
46.81%
58.15%
53.96%
51.33%
32.87% 31.77%
25.27%
13.14%
28.48% 29.26%
Self Managment Skills
High Medium Low

28. Results
Integrity Acceptable Non Acceptable
Values 71.35% 28.65%
Political Deviance 42.66% 57.34%
Personal Aggression 70.11% 29.89%
Production Deviance 66.84% 33.16%
Property Deviance 61.52% 38.48%

29. Inferences
• Most entry-level
workforce and job
aspirants for entry-level
jobs – Lack basic
employability skills.

30. HR
Manager’s
Dilemma

31. EQUAL EMPHASIS
TALENT ASSESSMENT
EMPLOYABILITY SKILLS ASSESSMENT

32. SOLUTION

33. Value Addition by 9 LINKS range of tests
L&D focussed
assessment
Recruitment
focused
Assessment
Skill gap
Analysis
Task
allocation
Compensation
and Beneits
Assessing
Integrity
Identifying
capabilities
Career
Planning

34. Clientele

35. www.9links.in
nivedita@9links.in
+91-9714106414