ThePsychometricWorld is conducting Psychometric Testing Certification Workshop accredited by IIBP recommended for professionals. Dates are from 27-29 Oct 2017 at Bangalore. The participants will get real time exposure. Visit https://goo.gl/yuBdhE for more details Follow us https://goo.gl/7NVYY2 for regular updates

1. Psychometric Testing and
Interview
Psychometric Testing – What’s involved
How to prepare a CV from Scratch
Interview Skills
Networking

2. Dictionary:
Psychometrics (n)
‘The branch of psychology that deals with the design,
administration, and interpretation of quantitative tests for the
measurement of psychological variables such as intelligence,
aptitude, and personality traits.’

3. What is a psychometric test?
 A test is a standardized procedure for sampling behavior and describing it using scores or categories
 Most tests are predictive of some non-test behavior of interest
 Most tests are norm-referenced = they describe the behavior in terms of norms, test results gathered from a large group of subjects (the standardization sample)
 Some tests are criterion-referenced = the objective is to see if the subject can attain some pre-specified criterion.
Psychometrics: An intro

4. A brief history
 Testing for proficiency dates back to 2200 B.C.,
when the Chinese emperor used grueling tests to
assess fitness for office
Psychometrics: An intro

5. Francis Galton
 Modern psychometrics dates to Sir Francis Galton
(1822-1911), Charles Darwin’s cousin
Psychometrics: An intro
• Interested in (in fact, obsessed with)
individual differences and their distribution
• 1884-1890: Tested 17,000 individuals on
height, weight, sizes of accessible body parts,
+ behavior: hand strength, visual acuity, RT
etc
• Demonstrated that objective tests could
provide meaningful scores

6. James Cattell
 James Cattell (studied with Wundt & Galton) first
used the term ‘mental test’in 1890
Psychometrics: An intro
• His tests were in the ‘brass instruments’ tradition of
Galton
• mostly motor and acuity tests
• Founded ‘Psychological Review’(1897)

7. Alfred Binet
 Goodenough (1949): The Galtonian approach was like “inferring
the nature of genius from the the nature of stupidity or the
qualities of water from those of….hydrogen and oxygen”.
Psychometrics: An intro
• Alfred Binet (1905) introduced the first modern
intelligence test, which directly tested higher
psychological processes (real abilities & practical
judgments)
• i.e. picture naming, rhyme production, weight
ordering, question answering, word definition.
• Also motivated IQ (Stern, 1914): mental ‘age’ divided
by chronological age

8. Why are Psychometric test
used?
 Predict job performance better than most other single
selection methods
 Tests give objective information about candidates
 Measuring potential rather than attainment
 Free from cultural bias

9. The rise of psychometrics
 Lewis Terman (1916) produced a major revision of Binet’s scale
 Robert Yerkes (1919) convinced the US government to test 1.75 million army recruits
 Post WWI: Factor analysis emerged, making other aptitude and personality tests possible
Psychometrics: An intro

10. Methods
 On-line
 Paper Based
 Exam conditions
 Accuracy and speed
 Marked against appropriate Norm group
 Reached required level

11. Results
 Normal distribution
 Percentile – you are better than X% in norm group
 T-Score – allows them to combine sores across tests
 Weighting – depends upon requirements of role

12. 2 + 2 = ?
“Numeracy tests are
useless; they test
nothing.”
(Manchester student)

13. AGR Survey
92% of employers considered
psychometric testing to be
a useful or very useful aid
to the recruitment process.
(Association of Graduate
Recruiters survey)

14. The main types of tests
 Intelligence tests: Assess intelligence
 Aptitude tests: Assess capability
 Achievement tests: Assess degree of accomplishment
 Creativity tests: Assess capacity for novelty
 Personality tests: Assess traits
 Interest inventories: Assess preferences for activities
 Behavioral tests: Measure behaviors and their
antecedents/consequences
 Neuropsychological tests: Measure cognitive, sensory,
perceptual, or motor functions
Psychometrics: An intro

15. The 10 most commonly used
tests1.) Wechsler Intelligence Scale for Children (WISC)
2.) Bender Visual-Motor Gestalt Test
3.) Wechsler Adult Intelligence Scale (WAIS)
4.) Minnesota Multiphasic Personality Inventory (MMPI)
5.) Rorschach Ink Blot Test
6.) Thematic Apperception Test (TAT)
7.) Sentence Completion
8.) Goodenough Draw-A-Person Test
9.) House-Tree-Person Test
10.) Stanford-Binet Intelligence Scale
From Brown & McGuire, 1976
Psychometrics: An intro

16. Psychometric Tests used in
Recruitment
1. Ability or Aptitude Tests
Verbal
Numerical
Logical
2. Personality or Interest
Inventories

17. Why do employers use tests?
To identify key abilities or
personalities
To support other selection tools

18. Selection Tools
Tests are usually part of the selection process
together with:
 application forms and CVs
 interviews
 group exercises
 presentations

19. Selection Methods -
Advantages
 Application Forms...
good for checking facts, demonstrating written
communication skills
 Interviews...
good for oral communication skills, quickness of
thought, personality
 Psychometric Tests...
good for measuring candidates’ abilities/personality
against objective criteria (and other candidates)

20. Selection Methods –
Disadvantages
 Application Forms....
measures ability to fill in form - not to do the
job
 Interviews...
intensely subjective, they might not like the
look of you
 Psychometric Tests
no good for seeing how an individual works with
others

21. Characteristics of Tests
Ability or Aptitude Tests
 Under exam conditions
 Usually timed
 Right and wrong answers
 Unusual to finish all questions
 Results compared with norm group


22. Specimen questions

23. Complete the following sentence with the appropriate pair of
words below
Answer - A, B, C, D or E (Time allowed 20 seconds)
Early….………..of hearing loss is …….….….by the fact
that the other senses are able to compensate for
moderate amounts of loss, so that people frequently
do not know that their hearing is imperfect.
A. discovery & indicated
B. development & prevented
C. detection & complicated
D. treatment & facilitated
E. incidence & corrected

24. Answer - C
Next specimen question

25. Which number, below, is one quarter of the
distance from 5.1 to 5.3 (Time allowed 40 seconds)
A 5.125
B 5.15
C 5.2
D 5.25
E None of the above

26. Answer - B
Next specimen question

27. The driving time for a 100 mile trip from Townsville to Cityville was
two and a half hours. The return trip was made by the same route
but
at an average speed that was 50% faster. What was the total
amount of driving time for the entire round trip? (Time allowed 1
minute)
A 3hrs 45 minutes
B 4hrs 10 minutes
C 4hrs 16 minutes
D 4hrs 45 minutes
E 6hrs 15 minutes

28. Answer B
 1st
trip 100 miles in 2 hours 30 minutes = 40mph
 2nd
trip 50% faster = 60mph
 100 miles at 60 mph = 1 hours = 1 hour 40 minutes⅔
 2 hours 30 minutes + 1 hour 40 minutes = 4hours 10 minutes
Next specimen question

29. In the example given below, you will find a logical sequence of five boxes. Your task is to
decide which of the boxes in the bottom row completes this sequence. To give your
answer, select one of the boxes marked A to E. (Time allowed 30 seconds)
) [+ ) [
+
+) [
+
) [ ) [+
A B C D E
) [+ ( [
+
+
) [ ) [
+
+( [

30. Answer - D
Next specimen question

31. In the example given below, you will find a logical sequence of five boxes.
Your task is to decide which of the boxes in the bottom row completes this
sequence.
To give your answer, select one of the boxes marked A to E.
(Time allowed 30 seconds)
A B C D E

32. Answer - B
How did you do?

33. Characteristics of Tests
Personality or Interest Inventories
 Not usually timed
 No right and wrong answers
 Contain internal checks for inconsistent
answers
 Results in the form of a profile should be
shared with candidate

34. Personality or Interest Inventories
Example question
Mark the statement most (M) like
you and the one least (L) like you
a) I don’t feel that time is wasted on planning
b) I feel uneasy in the company of unconventional people
c) If I’m annoyed with someone I don’t show it

35. Personality or Interest Inventories
Example question
Pick the statement that best describes you
from each pair
a) I try very hard
b) I put everything in its place
a) I want to be exciting
b) I want to be successful
a) I like to try new things
b) I’d rather not work on my own

36. How to prepare
 Practise as much as possible
 Become familiar with test conditions
 Brush up basic maths - percentages, ratios, etc
 Use reference books in the Careers Service
 Use examples and practice tests on SHL & others’ websites
https://thepsychometricworld.com/training-and-certifications/p
 Profiling for Success – On-line tests licensed for Manchester
students; free of charge.

37. CVs and Covering Letters
The purpose of theThe purpose of the
CV is......CV is......
......to get an
interview

38. The Market
It is very competitive
An organisation might receive up to
100 applications per vacancy
Typically, only about 10% to 15% gain
an interview
You don’t get a second chance

39. C.V. Facts
or the myth of the perfect C.V.
 C.V.s should be _ pages long
 C.V.s should be in chronological order
 C.V.s should include referees’ names and addresses
 C.V.s should include - date of birth
nationality
sex
marital status
 C.V.s take days to write and minutes to read

40. Types of CV
Standard
Skills based
Academic

41. Task no: 1 - Self Assessment
What have you got to offer ?
 Education
 Work Experience
 Activities and Interests

42. Task no: 1 - Self Assessment
What have you got to offer ?
 Education
Seminars
Presentations
 Work Experience
Camp America
Waiter, local restaurant
 Activities and Interests
Secretary - Badminton club
Travel

43. Task no: 1 - Self Assessment
What have you got to offer ?
 Education
Seminars - presentation skills, working in a
team, influencing others
 Work Experience
Camp America - taking responsibility, patience,
tact, sensitivity, creativity,
leadership
 Activities and Interests
Secretary, organising, persuading,
Badminton club- motivating, numeracy

44. Three advanced suggestions
Use strong words
Quantify
Stress personal involvement

45. Use strong words
 Words like: created, started, managed, designed,
devised...
 NOT ‘My project was a study of local theatres’
 BUT ‘ I organised an extensive survey of student
use of local theatres. I arranged interviews with
students, analysed the results and presented the
information to my tutor

46. And ……Quantify
‘ I organised an extensive survey of
student use of local theatres,
involving over 1000 questionnaires.
I arranged interviews with 80
students, analysed the results using
Microsoft Excel and presented the
information to my tutor’

47. Stress personal involvement
and results
 NOT ‘We organised a charity fund raising event’
 BUT ‘I was responsible for the publicity for a fund raising event which involved
negotiating advertising with local companies and arranging posters on campus.
We managed to raise £1000 for charity and over 800 students attended’.

48. Task no: 2 - What does the
employer want ?
 Employers recruit against specific criteria
 These are usually set out in brochures or on their websites
 All require appropriate personal qualities
 It is not enough to claim certain skills, you must provide the evidence

49. Key Skills Requested By Graduate
Recruiters
 Business focus, Drive and resilience, Task management, Career motivation,
Leadership, Building relationships, Problem Solving, Making an Impact
 Communication, Teamwork and collaboration, Adaptability, Creative problem solving,
Drive to achieve, Customer focus, Trustworthiness, Taking ownership, Passion for
Business
 Customer focus, Achieving, Influencing, Thinking, Collaboration & Teamwork, Team
Leadership, Self Management, Confidence, Commercial Awareness
 Problem solving, Achieving results, Communicating and influencing, Leadership, Drive
and motivation, Building relationships
 Analytical Ability, Problem-solving skills, Communication skills, Interpersonal skills,
Generic business awareness
 KPMG - The Co-operative - HSBC - Cancer Research UK - IBM

50. Key Skills Requested By
Graduate Recruiters
.
IBM
Communication, Teamwork and collaboration. Adaptability, Creative problem solving,
Drive to achieve, Customer focus, Trustworthiness, Taking ownership, Passion for Business
The Co-operative
Customer focus, Achieving, Influencing, Thinking, Collaboration & Teamwork
Team Leadership, Self Management, Confidence, Commercial Awareness
KPMG
Business focus, Drive and resilience, Task management, Career motivation, Leadership,
Building relationships, Problem Solving, Making an Impact
Cancer Research UK
Problem solving, Achieving results
Leadership. Drive and motivation, Communicating & influencing, Building relationships
HSBC
Analytical ability, problem-solving skills, communication and interpersonal skills and some
generic business awareness.

51. Core skills employers look for
 Communication skills
 Organising ability
 Problem-solving
 Working in a team
 Drive and initiative
 Taking responsibility
 Working under pressure

52. Core skills employers look for
 Analytical skills
 Creativity
 Leadership
 Motivating others
 Planning
 Numeracy

53. When to use a C.V.
 When you are asked to !
 When they say ‘apply in writing’
 For speculative applications
 When networking

54. Covering letters
 This is your trailer to the main feature
 One page, A4, quality paper
 Should include two major themes:
- Why you want the job (and organisation)
- Why you are suitable

55. Covering letters
 Write to a named individual, if possible
 Tell employer what you are applying for (and where you
saw it advertised)
 Be positive
 Emphasise your USPs, don’t simply copy CV
 End letter with spirit of expectation

56. CV’s
SPELL CHECKER – A WARNING
I like my new spell checker.
It came with my PC.
It plainly marques four my revue,
Mistakes I can not sea.
I’ve run these verses threw it,
I’m sure your please two no.
It’s letter perfect in its weigh,
My checker tolled me sew.

57. Previous applications…
 “I enjoy practicing marital arts”
 “At secondary school I was a prefix”
 “In my spare time I enjoy hiding my horse”
 “I loathe filling in applications so much that I’ll give you details at the
interview”
 “Special skills: Thyping”
 “Thank you for your consideration. Hope to hear from you shorty”
 “I have worked in the pubic sector……”

58. Previous applications…
“I am someone who knows my own destiny, but I have no definite long term plans”
“I am a conscious individual”
“I have excellent memory skills, good analytical skills, excellent memory skills”
Reason for leaving last job.
“They insisted that all employees get to work by 8.45 every morning. I
could not work under those conditions.”
Problems faced:
“I had no support so I compiled a letter to the client using trial and
error.”
Influencing people:
“Recently my flatmates came to ask about whether the heating should

59. Previous applications…
“Being a Virgoan, my sense of assertiveness and resilience
has prompted me to continue with my ambition to be a
solicitor in a major city law firm.
I am also a seventh generation descendant of a Chinese
princess and a Sulawesian warrior, which makes me both
an amiable and energetic person”

60. INTERVIEWS
60

61. YOU SHOULD KNOW…
50% of those
interviewed are
rejected at the first
round, so …
First impressions count!
61

62. INTERVIEW CONCERNS
 How should I dress
 Arrival / greeting
 Taking items into the interview
 How should I sit
 To gesture or not to gesture
 Difficult questions - (later)
62

63. YOU NEVER GET A SECOND CHANCE TO
MAKE A FIRST IMPRESSION
“I travelled down to London for an important interview.
The train was a little late so I just had enough time to get
to the building and rush in.
The interview seemed to go well and I felt confident until
I visited the washroom on the way out.
I had been reading the newspaper on the train and in my
nervous sweaty state the newsprint must have rubbed
off onto my hands
It was now all over my face!”
Chemistry Graduate
63

64. YOU NEVER GET A SECOND CHANCE TO MAKE A
FIRST IMPRESSION - (CONTINUED)
“One of my colleagues once found her
interviewee asleep in the foyer. Getting
enough sleep may be an important part of
interview preparation, but this was taking
it too far!
On top of that the candidate demonstrated a
sleepy laid back attitude throughout the
interview, which didn’t go down very well
either.”
Geraldine Lyons - Mars
64

65. WHAT AN INTERVIEW IS ..
 A conversation with a purpose
 Adult
 Two way
 Science no, emotional yes
65

66. WHAT AN INTERVIEW ISN’T
A scheme to
humiliate you
An
interrogation
Perfect
66

67. DIFFERENT TYPES OF
INTERVIEW
 One to one
 Panel
 Sequential
 Telephone
 Conventional chronological
 Behavioural
 Situational
 Combination of all of the above
67

68. STRUCTURED INTERVIEWS
 Behavioural: Describe a time when
you’ve ‘gone the extra mile’ in your
dealings with another person
 Situational: You have just arrived at a
clients office, only to discover you
have left all of your notes back at the
office what would you do?

69. DIFFICULT QUESTIONS
 Before the interview consider the
following:-
 Personality
 The job
 The company/ competition
 Your achievements and skills / work
experience
 Your strengths
 Your weaknesses
 Your questions

70. WHAT EMPLOYERS WANT
 Know what the employer wants
 Usually easy to identify
 Brochures, ads, presentations, company
website.
 Do your homework – many applicants
don’t… Emphasis on Attitude as well as
Aptitude
 Being clever is not enough
 Employers look for characteristics which
define you as somebody they want

71. THE PATH TO SUCCESS
Know yourself
What can you offer an employer?
Give a rounded view: Education / Work Experience/Activities
& Interests
Assess critical incidents and identify what you have
learned, the skills you developed
Focus on knowledge, skills, abilities and RESULTS
Have specific examples in mind: EVIDENCE

72. WORK EXPERIENCE
“One candidate, when asked what she
found challenging about her previous
work experience, said that working
in a fast food restaurant had taught
her to ‘work with stupid people with
stupid problems.’
I did not really feel she had the
patience to deal with the average
lay client
Sally Marsden
Pannone & Partners - Solicitors

73. THE COMPETITION
“ I was being interviewed for a job on the
Daily Express.
I rashly claimed that the paper was ‘unlike
the Sun, because only morons work for
the Sun.’
At which point one interviewer turned to
the other and said; ‘it’s been almost a
year since we worked there hasn’t it?’”
English Graduate

74. WHAT’S THE QUESTION?
Interviewer: “Who would
you most like to have dinner
with; either living or dead.”
Applicant: “ Preferably
someone living.”

75. SUMMARY
 Prepare for success
 Practice with a friend
 Don’t underestimate the importance of first
impressions
 Don’t panic
 They would like to give you the job
 Leave a good impression
 Be positive, enthusiastic, natural,
honest, happy

76. The Networking Game…..
Finding out about
jobs & careers

77. Who is in the know ? –
a look at the job market
Adverts
Agencies / Headhunters
Contacts
Internal moves
& promotions
64%
22%
8%
6%

78. Creative Job Research
What is Networking?
 A way of asking for help
Information & advice
 A key way to find jobs or leads for jobs
 People do it all the time
Getting a decent plumber / builder
Getting help with an IT problem

79. Networking
Most people want to help...
 Most people like to be asked for their advice.. a sign of recognition
 One good turn deserves another...you may be in a position to help them –
your views / comments etc

80. Creative Information Hunting
Networking leads to success....
 Its all about being proactive …Contact
organisations you are interested in and
arrange to speak to them or meet with
employers who visit campus and pick their
brains
 Try it. It works.
 It takes time to succeed.....but once set up
this skill can be developed and serve you well
for years

81. Networking:
Good things to ask
 How did you get into this occupation?
 What attracted you to this occupation?
 What is the progression of jobs from entry level to more
senior positions?
 What is a typical day like for you?
 What skills, abilities and attitude do you need to be
successful in this occupation?
 What changes do you see in this field in the next few years?
 How does your organisation tend to recruit?
 Do they ever take people for voluntary projects?

82. Everyone has Contacts
 Friends / relatives / neighbours
 Other students
 Tutors
 Work colleagues
 Employers - recruitment events, presentations, insight courses, mentoring
programmes, careers consultants!
But I don’t know anyone ...

83. What the Careers Service offers
 Guidance appointments
• Advice on CVs & applications
• Talks
• Insight courses
• Careers Fairs
• Mock Interviews
• Practice psychometric tests
• Mentoring
• Blogs
• facebook
• Resource centre
• Graduate directories and take away information
• Vacancy service and lots more………..

84. Thepsychometricworld
Consulting Office:
Banjara Hills, Road no. 12,
4thFloor, 12 Vaijanthi
Towers,
# 8-8-686/B/1,Hyderabad-34,
Telangana , India
Tel : 040-23386267/
67074507
https://thepsychometricworld.com

85. THANKS FOR LISTENING!
GOOD LUCK FOR THE FUTURE!