Psychometric Tests


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Recently I was required to provide a brief run down of psychometric tests and their applications. There's more than I thought. Hopefully someone else might find this powerpoint useful too.

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Psychometric Tests

  1. 1. Psychometric Tests
  2. 2. What is a psychometric test? <ul><li>Aim to measure aspects of your mental ability, aptitude or your personality </li></ul><ul><li>Used as part of the recruitment or selection process </li></ul><ul><li>Provide employers with a method of selecting the most suitable job applicants or candidates for promotion </li></ul><ul><li>Used by 80% of Fortune 500 and 75% of Times Top 100 companies </li></ul>
  3. 3. What do psychometric tests measure? <ul><li>How well you work with other people </li></ul><ul><li>How well you handle stress </li></ul><ul><li>Whether you will be able to cope with the intellectual demands of the job </li></ul><ul><li>Your personality, preferences and abilities </li></ul><ul><li>Most do not analyze your emotional or psychological stability </li></ul><ul><li>Best match of individual to occupation and working environment </li></ul>
  4. 4. What types of test are there?
  5. 5. What are they used for? Psychometric tests Selection & Recruitment Career Progression
  6. 6. A psychometric test should be: <ul><li>Objective: </li></ul><ul><ul><li>The score must not affected by the testers' beliefs or values </li></ul></ul><ul><li>Standardized: </li></ul><ul><ul><li>Must be administered under controlled conditions </li></ul></ul><ul><li>Reliable: </li></ul><ul><ul><li>Must minimize and quantify any intrinsic errors </li></ul></ul><ul><li>Predictive : </li></ul><ul><ul><li>Must make an accurate prediction of performance </li></ul></ul><ul><li>Non Discriminatory : </li></ul><ul><ul><li>Must not disadvantage any group on the basis of gender, culture, ethnicity, etc. </li></ul></ul>
  7. 7. Some of the popular psychometric tests are: <ul><li>16 PF </li></ul><ul><li>MBTI </li></ul><ul><li>OPQ32 </li></ul><ul><li>Thomas Personal Profiling System </li></ul><ul><li>Gordon’s Personal Profile Inventory </li></ul><ul><li>Rorschach Ink-Blot Test </li></ul><ul><li>FIRO-B </li></ul><ul><li>Picture Frustration Test </li></ul><ul><li>Thematic Apperception Tests (TAT) </li></ul>
  8. 8. The Five Factors Model <ul><li>Basis of many tests: Uses five personality traits: </li></ul><ul><li>O penness </li></ul><ul><li>C onscientiousness </li></ul><ul><li>E xtraversion </li></ul><ul><li>A greeableness </li></ul><ul><li>N euroticism </li></ul>
  9. 9. Five Factor Scoring: Openness to experience Neuroticism Conscientiousness Agreeableness Extraversion -ve +ve
  10. 10. FIRO-B: <ul><li>Devised by American psychologist, Will Schutz, in the 1950's </li></ul><ul><li>Helps people to understand themselves and their relationships with others </li></ul><ul><li>Based on a 2-hour, 54-question questionnaire </li></ul><ul><li>Describes interpersonal behavior in terms of three primary dimensions: </li></ul><ul><ul><li>1.   Need for Inclusion </li></ul></ul><ul><ul><li>2. Need for Control </li></ul></ul><ul><ul><li>3. Need for Affection </li></ul></ul>FUNDAMENTAL INTERPERSONAL RELATIONSHIP ORIENTATION-BEHAVIOUR
  11. 11. FIRO-B is used for: <ul><li>Team building and team development </li></ul><ul><li>Individual development and executive coaching </li></ul><ul><li>Conflict resolution </li></ul><ul><li>Selection and placement </li></ul><ul><li>Management and leadership development </li></ul><ul><li>Relationship counseling </li></ul>
  12. 12. MBTI: Myers-Briggs Type Indicator <ul><li>Based on theories of Gustav Jung </li></ul><ul><li>Most widely-used questionnaire based test </li></ul><ul><li>Uses four bi-polar dimensions </li></ul><ul><ul><li>Sensing –Intuition (SN) </li></ul></ul><ul><ul><li>Thinking – Feeling (TF) </li></ul></ul><ul><ul><li>Extraversion-Introversion (E-I) </li></ul></ul><ul><ul><li>Judging-Perceiving (J-P) </li></ul></ul><ul><li>To create 16 ‘Personality Types’ </li></ul>
  13. 13. MBTI is used for: <ul><li>Individual development </li></ul><ul><li>Management and leadership development </li></ul><ul><li>Team building and development </li></ul><ul><li>Organizational change </li></ul><ul><li>Improving communication </li></ul><ul><li>Education and career counseling </li></ul><ul><li>  Relationship counseling </li></ul>
  14. 14. The DISC Personality Model <ul><li>Developed in 1920s to understand ‘why people do what they do’ </li></ul><ul><li>Simple questionnaire based </li></ul><ul><li>Uses four categories of human behavioral styles </li></ul><ul><ul><li>&quot;D&quot; for Dominance-Drive-Direct, </li></ul></ul><ul><ul><li>&quot;I&quot; for Influence </li></ul></ul><ul><ul><li>&quot;S&quot; for Steadiness or Stability </li></ul></ul><ul><ul><li>&quot;C&quot; for Compliant, Conscientious, or Cautious </li></ul></ul>Direct, Influencing, Steady and Compliant behaviors.
  15. 15. The DISC Four Quadrant Model
  16. 16. DISC is used for: <ul><li>As a learning tool </li></ul><ul><li>For career development </li></ul><ul><li>Training, coaching and mentoring </li></ul><ul><li>Organisational development and performance </li></ul>
  17. 17. 16 Personality Factor model (16PF) <ul><li>Developed in the 1940s and refined in the 60s </li></ul><ul><li>Attempts to define the basic underlying personality </li></ul><ul><li>Questionnaire based </li></ul><ul><li>Analysis using 16 personality factors </li></ul>
  18. 18. The 16 factors with their word descriptors of each scale Tense Relaxed Tension Q4 Self-control Self-conflict Perfectionism Q3 Self-sufficient Group-dependent Self-Reliance Q2 Experimenting Conservative Openness to Change Q1 Apprehensive Self-Assured Apprehension O Shrewd Straightforward Privateness N Imaginative Practical Abstractedness M Suspicious Trusting Vigilance L Tender-minded Tough-minded Sensitivity I Venturesome Shy Social Boldness H Conscientious Expedient Rule Consciousness G Happy-go-lucky Sober Liveliness F Assertive Humble Dominance E Emotionally stable Affected by feelings Emotional Stability C More Intelligent Less Intelligent Reasoning B Outgoing Reserved Warmth A Descriptors Factor
  19. 19. 16 PF is used for: <ul><li>Selection </li></ul><ul><li>Development </li></ul><ul><li>Executive coaching </li></ul><ul><li>Teambuilding </li></ul>
  20. 20. Johari Window <ul><li>Joseph Luft and Harry Ingham in 1955 </li></ul><ul><li>U sed to help people better understand their interpersonal communication and relationships </li></ul><ul><li>subject chooses 5 or 6 is out of a list of 55 adjectives </li></ul><ul><li>Peers of the subject are then pick 5 or 6 adjectives which they think describe the subject </li></ul>
  21. 21. 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.
  22. 22. BELBIN TEAM ROLE INVENTORY <ul><li>Used to place individuals in their most effective team roles </li></ul><ul><li>Categorises team roles under three orientations: </li></ul><ul><ul><li>Action-oriented roles </li></ul></ul><ul><ul><li>People-oriented roles </li></ul></ul><ul><ul><li>Cerebral roles </li></ul></ul>
  23. 23. The 9 Belbin Team Roles Specialist Monitor/ Evaluator Plant Completer/ finisher Company Worker/ Implementer Shaper Team Worker Resource Investigator Co-coordinator
  24. 24. Belbin team profiling is used to: <ul><li>Create balanced working teams: </li></ul><ul><ul><li>One Co-coordinator or Shaper (not both) for leader </li></ul></ul><ul><ul><li>A Plant to stimulate ideas </li></ul></ul><ul><ul><li>A Monitor/Evaluator to maintain honesty and clarity </li></ul></ul><ul><ul><li>One or more Implementer, Team worker, Resource investigator or Completer/finisher to make things happen </li></ul></ul>
  25. 25. Dr. Meredith Belbin: &quot;Nobody is perfect - but a team can be&quot;
  26. 26. Aptitude and Ability Tests <ul><li>Designed to assess one’s logical reasoning or thinking performance </li></ul><ul><li>Usually consist of multiple choice questions, administered under exam conditions </li></ul><ul><li>Typical test might allow 30 minutes for 30 or so questions </li></ul><ul><li>At least 5000 aptitude and ability tests on the market </li></ul><ul><li>On-line testing increasingly popular </li></ul>
  27. 27. Types of aptitude and ability tests
  28. 28. For more information: BOOKS   Anastasi Anne, Urbina Susana, Psychological Testing , Pearson Education, 2003. Mcshane S, Glinow A M, Sharma R, Introduction to Organization Behavior , Tata McGraw Hills, 2006. E-Books D.Constantine-Simms, Everything you need to know to pass psychometric tests. Magazines HRM Review February 2007 Websites