A Study on Online Testing, Personality profiling & Psychometrics

A Study on
Online Testing,
Personality -
profiling &
Psychometrics
Prepared By : Debdeep Ghosh
Campus Services & Solutions Team
Nicco Ventures Limited

A Study on Online Testing, Personality profiling & Psychometrics
By : Debdeep Ghosh
TOPICS COVERED
1. ONLINE TEST/ E-ASSESSMENT
2. COMPONENTS OF ONLINE TESTS
3. ADVANTAGES / DISADVANTAGES OF ONLINE TESTING
4. ONLINE TESTING STANDARDS
5. TYPES OF ONLINE TESTING
6. ONLINE TESTING FOR RECRUITMENTS
7. PERSONALITY TESTS
8. HOW TO MEASURE PERSONALITY
9. HOW MANY PERSONALITY TRAITS ARE THERE
10. POPULARLY USED PERSONALITY TESTS
11. WHY PERSONALITY TEST ARE BECOMING POPULAR
12. QUALITIES JUDGED FROM PERSONALITY TESTS
13. HOW PERSONALITY PROFILES ARE USED
14. DESIGNING PERSONALITY QUESTIONNAIRE
15. APTITUDE TESTS
16. TYPES OF APTITUDE TESTS
17. PSYCHOMETRICS ( History of Psychometrics)
18. USE OF PSYCHOMETRIC TESTS
19. TYPE OF PSYCHOMETRIC TESTS
20. SPECIFIC TEST TYPES
21. SELECTED MAJOR TEST DEVELOPERS
22. GLOSSARY OF WEBSITES (For Taking Psychometric Tests)ONLINE TEST/ E-ASSESSMENT

By : Debdeep Ghosh
ONLINE TEST/ E-ASSESSMENT
In its broadest sense, online test / e-assessment is the use of information technology for any
assessment-related activity. This definition embraces a wide range of student activity ranging from the
use of a word processor to on-screen testing. Due to its obvious similarity to e-learning, the term e-
assessment is becoming widely used as a generic term to describe the use of computers within the
assessment process. Specific types of e-assessment include computerized adaptive testing and
computerized classification testing.
Online testing can be used to assess cognitive and practical abilities.
Cognitive abilities are assessed using e-testing software;
Practical abilities are assessed using e-portfolios or simulation software.

By : Debdeep Ghosh
Components
of
Online Tests

By : Debdeep Ghosh
COMPONENTS OF ONLINE TESTS
An online testing system designed to focus on lower level associations comprises two components:
(1) An assessment engine; and
(2) An item bank.
An assessment engine comprises the hardware and software required to create and deliver a test. Most online
testing engines run on standard hardware so the key characteristic is the software's functionality. There is a wide
range of software packages. The software does not include the questions themselves; these are provided by an item
bank. Once created, the engine uses the item bank to generate a test. Traditional paper-and-pencil testing is similar,
but the test is pulled from the bank at only one time, when it is sent to publishing.
The creation of the item bank is more costly and time consuming than the installation and configuration of the
assessment engine. This is due to the fact that assessment engines can be bought "off the shelf" whereas an item
bank must be developed for each specific application.
An online testing system designed to focus on more sophisticated forms of knowledge requires some sort of
interactive activity and a system for candidates to solve problems around that activity. One influential program of
research is known as Evidence Centered Design, or ECD. ECD involves the use of Bayesian Inference Nets to
create a sophisticated model of testing, and a set of activities or problems that candidates work on. This allows the
system to estimate the individual‟s score for the particular test.

By : Debdeep Ghosh
ADVANTAGES /
DISADVANTAGES
OF
ONLINE TESTING

By : Debdeep Ghosh
Advantages of Online Testing:
An online testing has many advantages over traditional (paper-based) assessment. The advantages include:
1. lower long-term costs
2. Instant feedback to students
3. Greater flexibility with respect to location and timing
4. Improved reliability (machine marking is much more reliable than human marking)
5. Improved impartiality (machine marking does not 'know' the students so does not favour nor make
allowances for minor errors)
6. Greater storage efficiency - tens of thousands of answer scripts can be stored on a server compared to the
physical space required for paper scripts
7. Enhanced question styles which incorporate interactivity and multimedia.
Disadvantages of Online Testing:
Online testing systems are expensive to establish and not suitable for every type of assessment The main expense is
not technical; it is the cost of producing high quality assessment items - although this cost is identical when using
paper-based assessment.
Other Disadvantages can be as follows:
1. The testing which is conducted on a large scale would need many invigilators to supervise; all of them may not be
conversant with the system very well.
2. Internet connectivity can be a major problem during conducting online test.
3. Infrastructure may not be available at all locations for conducting online testing.
.

By : Debdeep Ghosh
Online Testing
Standards

By : Debdeep Ghosh
Online testing standards
In order to create a mechanism for the sharing of high quality assessment items, global standards have emerged.
The IMS Question and Test Interoperability specification (QTI) provides a common format for describing and
distributing question items across disparate systems.
Hand-held student response systems
An area of Online testing that has seen extensive growth in recent years is the use of hand held student response
devices (often referred to as clickers or voting devices). These allow a teacher to carry out whole group assessments,
polls and surveys quickly and easily. They use either radio or infra red to communicate with a central hub that is
usually attached to a computer. In many school classrooms these devices may also be used in combination with
an interactive whiteboard.

By : Debdeep Ghosh
Types of Online
Testing

By : Debdeep Ghosh
Types of online testing
Various terms are used to describe the use of a computer for assessment purposes. These include:
1. Computer-Assisted Assessment or Computer-Aided Assessment (CAA)
2. Computer-Mediated Assessment (CMA)
3. Computer-Based Assessment (CBA)
4. Online assessment.
Although these terms are commonly used interchangeably, they have distinct meanings.
Computer Assisted/Mediated Assessment: refers to any application of computers within the assessment process;
the role of the computer may be extrinsic or intrinsic. It is, therefore, a synonym for e-assessment which also
describes a wide range of computer-related activities. Within this definition the computer often plays no part in the
actual assessment of responses but merely facilitates the capture and transfer of responses between candidate and
human assessor.
Computer-Based Assessment: refers to assessment which is built around the use of a computer; the use of a
computer is always intrinsic to this type of assessment. This can relate to assessment of IT practical skills or more
commonly the on screen presentation of knowledge tests. The defining factor is that the computer is marking or
assessing the responses provided from candidates.
Online assessment: refers to assessment activity which requires the use of the internet. In reality few high stakes
assessment sessions are actually conducted online in real time but the transfer of data prior to and after the
assessment session is conducted via the internet. There are many examples of practice and diagnostic tests being
run real time over the internet.

By : Debdeep Ghosh
Online
Testing for
Recruitment

By : Debdeep Ghosh
Online Testing for Recruitment and Selection
With the advent of technology, more & more employers are opting for an online testing platform & consultants around
the world, are giving extra effort to provide their clients with the same. These tests aim to provide a potential
employer with an insight into how well a candidate can, handle stress, and whether he/she will be able to cope with
the intellectual demands of the job.
Types of Recruitment & Selection Tests:
There are mainly two kinds of online testing,most commonly used for recruitments.
Personality tests
Aptitude/ability tests.

By : Debdeep Ghosh
PERSONALITY TESTS
Principle behind Personality Test:
The principle behind personality tests is that it is possible to quantify your personality characteristics by asking you
about your feelings, thoughts and behavior. Personality has a significant role to play in deciding whether you have the
enthusiasm and motivation that the employer is looking for and whether you going to fit in to the organization, in
terms of your personality, attitude and general work style? Personality tests can be applied in a straightforward way at
the early stages of selection to screen-out candidates who are likely to be unsuitable for the job.
There are only three questions the employer really has to answer during the selection process: Firstly, does the
candidate have the right skills and experience?
Secondly, Do the candidate have the required enthusiasm and motivation?
Finally, how does the candidate is going to fit in, in terms of your personality, attitude and general work style?
Personality has a significant role to play in providing answers to the second and third of these questions. In most
working situations it‟s the personality of our co-workers and managers that affect the day-to-day success of the
organization. If the team doesn't work well together or a manager can‟t motivate their staff, then productivity and
quality of service will suffer.
The way that most organizations operate has also changed in the last 30 years. There are usually fewer levels of
management than there were and management styles tend to be less autocratic. In addition, the move in the western
world at least, towards more knowledge based and customer focused jobs means that individuals have more
autonomy even at fairly low levels within organizations. The effects of these changes means that your personality is
seen by a potential employer as more important now than it was in the past.

By : Debdeep Ghosh
How to
Measure
Personality?

By : Debdeep Ghosh
How to measure personality?
“The particular pattern of behavior and thinking that prevails across time and contexts, and differentiates one person
from another.”
In trying to understand these behavior patterns, psychologists attempt to identify and measure individual personality
characteristics, often called personality traits.
A personality trait is assumed to be some enduring characteristic that is relatively constant. This is opposed to
the present temperament of that person which is not necessarily a stable characteristic. Consequently, trait theories
are specifically focused on explaining the more permanent personality characteristics that differentiate one individual
from another. For example, things like being; dependable, trustworthy, friendly, cheerful, etc.
Modern personality theory is a relatively new field and really began in the 1920‟s. There have been many attempts to
define personality traits and some psychologists have developed models with hundreds of traits. Whilst others believe
that there are as few as three. In 1990, the psychologists Costa & McCrae published details of a '5 trait' model. This
has received significant support from other research and is now widely accepted among psychologists. These 5
aspects of personalityare referred to as the 5-factors or sometimes just „the Big 5‟.
Each of these 5 personality traits describes, relative to other people, the frequency or intensity of a person's feelings,
thoughts, or behaviors. Everyone possesses all 5 of these traits to a greater or lesser degree. For example, two
individuals could be described as „agreeable‟ (agreeable people value getting along with others). But there could be
significant variation in the degree to which they are both agreeable.
These 5 traits/factors are:
Extraversion - How “energetic” one is.
People who score high on this factor like to work in cooperation with others, are talkative, enthusiastic
and seek excitement. People who score low on this factor prefer to work alone, and can be perceived
as cold, difficult to understand, even a bit eccentric.
Agreeableness - One‟s level of orientation towards other people.
Those who score high on this factor are usually co-operative, can be submissive, and are concerned
with the well-being of others. People who score low on this factor may be challenging, competitive,
sometimes even argumentative.
Conscientiousness - How “structured” one is.
People who score high on this factor are usually productive and disciplined and “single tasking”.
People who score low on this factor are often less structured, less productive, but can be more
flexible, inventive, and capable of multitasking.
Neuroticism - Tendency to worry.
People who score low on this factor are usually calm, relaxed and rational. They may sometimes be
perceived as lazy and incapable of taking things seriously. People who score high on this factor are
alert, anxious, sometimes worried.

By : Debdeep Ghosh
Openness to Experience - Tendency to be speculative and imaginative.
People who score high on this factor are neophile and curious and sometimes unrealistic. People who
score low on this factor are down-to-earth and practical and sometimes obstructive of change.
All 5 personality traits exist on a continuum rather than as attributes that a person does or does not have. Each of
these 5 traits is made up 6 facets, which can be measured independently.
Personality Factor Facets
Extraversion
Friendliness
Gregariousness
Assertiveness
Activity Level
Excitement-Seeking
Cheerfulness
Agreeableness
Trust
Morality
Altruism
Cooperation
Modesty
Sympathy
Conscientiousness Self-Efficacy
Orderliness
Dutifulness
Achievement-Striving
Self-Discipline
Cautiousness
Neuroticism
Anxiety
Anger
Depression
Self-Consciousness
Immoderation
Vulnerability

By : Debdeep Ghosh
Openness to experience
Imagination
Artistic Interests
Emotionality
Adventurousness
Intellect
Liberalism
When thinking about personality traits it is important to ignore the positive or negative associations that these words
have in everyday language. For example, Agreeableness is obviously advantageous for achieving and maintaining
popularity. Agreeable people are better liked than disagreeable people. On the other hand, agreeableness is not
useful in situations that require tough or totally objective decisions. Disagreeable people can make excellent
scientists, critics, or soldiers.

By : Debdeep Ghosh
How Many Personality
Traits are There?

By : Debdeep Ghosh
How Many Personality Traits Are There?
To answer this question, we need to take a brief history lesson and to describe the work of Gordon
Allport, Raymond Cattell, Hans Eysenck, Paul Costa & Robert McCrae. This is worthwhile because
many of the tests and much of the terminology developed in the last century by these psychologists is
still in widespread use today and forms the basis of current personality theory and consequently
of personality tests.
Gordon Allport (1897–1967)
Allport was one of the first psychologists to focus on the study of the personality. He rejected both the
psychoanalytic approach , which he thought often went too deep, and a behavioral approach, which he
thought often did not go deep enough. He emphasized the uniqueness of each individual, and the
importance of the present context, as opposed to past history, for understanding the personality. He
identified thousands of personality traits and grouped these into three categories:
Cardinal Traits - a cardinal trait dominates the personality across time and situations. A cardinal trait is
the most important component of your personality e.g. Ambition, Self-sacrifice, etc. Very few people
develop a cardinal trait and if they do, it tends to be late in life.
Central Traits - five to ten traits that are stable across time and situations. These are the building
blocks of personality. For example: friendliness, meanness, happiness, etc. Most personality theories
focus on describing or explaining central traits.
Secondary Traits - these characteristics are only evident in some situations and are of less
importance to personality theorists. They are aspects of the personality that aren‟t quite so obvious or
so consistent.
Allport was also one of the first researchers to draw a distinction between Motive and Drive. He
suggested that a drive formed as a reaction to a motive may outgrow the motive as a reason. The drive
then is autonomous and distinct from the motive. For example, the drive associated with making money
to buy goods and services often becomes an end in itself.

By : Debdeep Ghosh
Raymond Cattell (1905-1998)
Cattell took the thousands of traits described by Allport and condensed them down to 16 primary traits
using the statistical method of factor analysis. The 16 PF (Personality Factors) test which resulted from
this work is still in use today. He was an early proponent of using factor analytical methods instead of
what he called "verbal theorizing" to explore the basic dimensions of personality, motivation, and
cognitive abilities.
One of the most important results of Cattell's application of factor analysis was his discovery of 16
factors underlying human personality. He called these factors "source traits" because he believed they
provide the underlying source for the surface behaviors we think of as personality. This theory of
personality factors and the instrument used to measure them are known respectively as the 16
personality factor model and the 16PF Questionnaire.

By : Debdeep Ghosh
Hans Eysenck (1916-1997)
Eysenck proposed that only two factors were necessary to explain individual differences in personality.
He argued that Cattell's model contained too many factors which were similar to each other, and that a
simple two factor model could encompass the 16 traits proposed by Cattell. This model had the
following dimensions:
Eysenck argued that these traits were associated with innate biological differences. For example,
extraverts need more stimulation than introverts do because they have lower resting levels of nervous
system arousal than introverts. Eysenck developed a third factor, psychoticism, which dealt with a
predisposition to be psychotic (not grounded in reality) or sociopathic (psychologically unattached).
The result was the so-called PEN personality model.

By : Debdeep Ghosh
P scale: Psychoticism -------------------------------------- High Impulse Control
Aggressive, cold, egocentric, [Nonagressive, warm, concerned for others
impersonal, impulsive, antisocial, personally involved, considerate, social,
unemphathetic, creative, tough-minded empathetic, uncreative, persuadable]
E scale: Extraversion -------------------------------------- Introversion
Sociable, lively, active, assertive, [Hermetic, taciturn, passive, unassertive,
sensation-seeking, carefree, stoical, reserved, dependent,
dominant, surgent, venturesome even-tempered, risk-averse]
N scale: Neuroticism --------------------------------------- Emotional Stability
Anxious, depressed, guilt-feelings, unconcerned, happy, without regret,
low self-esteem, tense, irrational, high self-esteem, relaxed, rational,
shy, moody, emotional confident, content, controlled.
Paul Costa (1942-) & Robert McCrae (1949-)
In the final decades of the twentieth century an increasing number of psychologists came to the
conclusion that the three factor model was too simple and that 16 factors were too many. In 1990 Paul
Costa and Robert McCrae presented their „Five Factor Theory‟ and introduced the associated NEO
Personality Inventory.
This Costa & McCrae model has received significant support from other research and is now widely
accepted among psychologists. There is some minor disagreement regarding the exact definition and
naming of these 5 factors but this is largely an academic debate. These 5 aspects of personality are
referred to as the 5-factors or sometimes just „the Big 5‟. Until now we have not really made any
attempt to clearly define any of the personality traits. However, now that we have the 5 factor model we
can proceed to look at these in detail.

By : Debdeep Ghosh
Popularly used
Personality Tests

By : Debdeep Ghosh
The most commonly used Personality Tests
The Myers-Briggs Type Indicator (MBTI) - MBTI assessment is a personality test designed to measure
preferences in how people see the world and make decisions. The MBTI was originally developed in the 1940‟s by
Katharine Cook Briggs and her daughter, Isabel Briggs Myers, who thought that an understanding of personality
preferences would help women who were entering the workforce for the first time to identify the sort of war-time jobs
which would suit them best. By the early 1960‟s, the initial questionnaire had become refined into the MBTI.
The MBTI uses a series of forced choice questions in which the individual has to choose only one of two possible
answers to each question. The choices are a mixture of word pairs and short statements and are chosen to reflect
opposite preferences. Participants may skip questions if they feel they are unable to choose. The current North
American English version of the MBTI includes 93 forced choice questions and there are 88 questions in the
European English version.
The SHL OPQ32r - This test measures aspects of behaviour that are crucial to performance potential, which cannot
easily be identified by other techniques, such as reading CVs and interviewing. The OPQ32r provides a clear, simple
framework for understanding the impact of personality on job performance.
The OPQ32r –The OPQ32r is available in more than 30 languages and is administered online. The questionnaire
takes the majority of people less than 30 minutes to complete and a range of reports are available, providing clear,
concise, graphical summaries of performance against job competencies. Most of these reports are designed for use
by line managers.
Popular reports include:
* The Manager Plus Report
* The Candidate Plus Report
* The Universal Competency Report
* The Sales Report
* The Team Development Report
* The Leadership Report.

By : Debdeep Ghosh
Myers-Briggs Type Indicator (MBTI Personality Test)
One of the most popular personality tests in the world is the Myers-Briggs Type Indicator (MBTI), a psychological-
assessment system based on the work of psychologist Carl Jung. Two and a half million Americans a year take the
Myers-Briggs. Eighty-nine companies out of the US Fortune 100 make use of it, for recruitment and selection or to
help employees understand themselves or their co-workers.
The MBTI asks the candidate to answer a series of „forced-choice‟ questions, where one choice identifies you as
belonging to one of four paired traits. The basic test takes twenty minutes, and at the end you are presented with a
precise, multi-dimensional summary of your personality. The MBTI test classifies people into types based on 4 bi-
polar dimensions;
Extraversion-Introversion (E-I)
Distinguishes a preference for focusing attention on, and drawing energy from, the outer world of people and things
versus the inner world of ideas and impressions.
Sensing-INtuition (S-N)
Distinguishes a preference for gathering data directly through the senses as facts, details, and precedents (Sensing)
versus indirectly as relationships, patterns, and possibilities (INtuition).
Thinking-Feeling (T-F)
Distinguishes a preference for deciding via objective, impersonal logic (Thinking) versus subjective, person-centered
values (Feeling).
Judging-Perceiving (J-P)
Distinguishes an outward preference for having things planned and organized (Judging) versus a flexible style based
more on staying open to options than deciding (Perceiving).
The sixteen personality types resulting from the cross-products of these four dimensions are illustrated below.
As you can see, there are 16 distinct personality types, so someone may be classed as ESFP or INTJ, or some other
combination. This is obviously a different way of looking at personality from the big 5 personality trait theory of Costa
& McCrae.
Psychologists judge the worth of any personality test by two basic criteria: validity and reliability. Validity indicates that
a test measures what it says it measures and reliability indicates that a test delivers consistent results.

By : Debdeep Ghosh
Validity of MBTI
The validity of a test estimates how well the test measures what it purports to measure. There are two types of
validity that should be considered:
1. Construct validity - does the MBTI relate to other scales measuring similar concepts?
2. Criterion-related validity - does the MBTI predict specific outcomes related to interpersonal relations or
job performance?
The National Academy of Sciences committee reviewed data from over 20 MBTI research studies and concluded that
only the Intraversion-Extroversion scale has adequate construct validity. That is high correlations with comparable
scales of other tests and low correlations with tests designed to assess different concepts. In contrast, the S-N and T-
F scales show relatively weak validity. No mention was made in this review about the J-P scale.
Overall, the review committee concluded that the MBTI has not demonstrated adequate validity although its
popularity and use has been steadily increasing. The National Academy of Sciences review committee concluded
that: „at this time, there is not sufficient, well-designed research to justify the use of the MBTI in career counseling
programs‟, the very thing that it is most often used for.

By : Debdeep Ghosh
DISC
DISC is a behavioral model based on the work of William Marston PhD. It focuses on styles and preferences of
behavior which are classified by testing a person's preferences in word associations. DISC is an acronym for:
* Dominance – relating to control, power and assertiveness
* Influence – relating to social situations and communication
* Steadiness – relating to patience, persistence, and thoughtfulness
* Conscientiousness – relating to structure and organization
These for dimensions can be grouped in a grid as shown.
Note how "D" and "I" share the top row and represent extroverted aspects of the personality, while "C" and "S" below
represent introverted aspects. "D" and "C" in the left column and represent task-focused aspects, and "I" and "S" in
the right column and represent social aspects. In this matrix, the vertical dimension represents a factor of "Assertive"
or "Passive", while the horizontal represents "Open" vs. "Guarded".
* Dominance: People who score high in the intensity of the "D" styles factor are very active in dealing with problems
and challenges, while low "D" scores are people who want to do more research before committing to a decision. High
"D" people are described as demanding, forceful, egocentric, strong willed, driving, determined, ambitious,
aggressive, and pioneering. Low D scores describe those who are conservative, low keyed, cooperative, calculating,
undemanding, cautious, mild, agreeable, modest and peaceful.
* Influence: People with high "I" scores influence others through talking and activity and tend to be emotional. They
are described as convincing, magnetic, political, enthusiastic, persuasive, warm, demonstrative, trusting, and
optimistic. Those with low "I" scores influence more by data and facts, and not with feelings. They are described as
reflective, factual, calculating, skeptical, logical, suspicious, matter of fact, pessimistic, and critical.
* Steadiness: People with high "S" styles scores want a steady pace, security, and do not like sudden change. High
"S" individuals are calm, relaxed, patient, possessive, predictable, deliberate, stable, consistent, and tend to be
unemotional and poker faced. Low "S" intensity scores are those who like change and variety. People with low "S"
scores are described as restless, demonstrative, impatient, eager, or even impulsive.
* Conscientious: People with high "C" styles adhere to rules, regulations, and structure. They like to do quality work
and do it right the first time. High "C" people are careful, cautious, exacting, neat, systematic, diplomatic, accurate,
and tactful. Those with low "C" scores challenge the rules and want independence and are described as self-willed,
stubborn, opinionated, unsystematic, arbitrary, and unconcerned with details.
Your personality profile is no use to employers unless they have some way of knowing how your it compares to the
requirements of performing well in a particular role. Before the results can be used to select suitable candidates for a
particular job, results of similar questionnaires must be produced in the population as a whole and also for those
people already working successfully in the relevant job.

By : Debdeep Ghosh
Why Personality
Tests are becoming
Popular ?

By : Debdeep Ghosh
Why Personality Test is becoming Popular?
Despite the controversy surrounding some of these personality tests, there has been a dramatic increase in the use
of personality tests over the past ten years or so. The single most frequently given reason for increases in testing is
the need to have a selection process which can withstand legal challenges. Increased test use can therefore be seen
in part as a defensive strategy, adopted in response to regulation and legislation. Another factor is the ease with
which these tests can now be delivered online. This approach has distinct advantages over paper-and-pencil tests:
There is no need to print and distribute printed material. This has dramatically lowered the cost of test
administration.
Results can be processed immediately with no human input. The test administration software can produce very
detailed and impressive looking reports. See Example.
There has been a growing acceptance of personality testing among the general public. Many people quite
happily complete online personality profiles in their own time outside of the recruitment process.
There are now more suppliers producing a greater variety of tests. This has driven costs down even further and
increased the choice of tests available to recruiting organizations.

By : Debdeep Ghosh
Qualities judged
from
Personality Tests

By : Debdeep Ghosh
Qualities judged from Personality test:
Motivation
The single most important of these is motivation. In the western world the cost of employing people has risen out of
all proportion to other business costs. Technology, equipment, communications and even real estate have all become
relatively cheaper, but the cost of employing anyone has increased dramatically. This is why it is worth the
expenditure and upheaval to move jobs offshore to countries where labor is cheap. Consequently, the days when
organizations could „carry‟ employees who were giving less than 100% effort are long gone. Employers now expect
staff to be totally committed to the organization and to getting the job done.
Candidate should agree or strongly agree with questions of this type.
1. Work is the most important thing in my life.
2. I admire people who work long hours.
3. People who know me say I work too hard.
4. I am nearly always happy to work late or over a weekend if needed.
5. Employees should be expected to work extra hours to finish a job on time.
Candidate should disagree or strongly disagree with questions of this type.
1. I know many people who work themselves too hard.
2. Work can be an addiction just like gambling.
3. I really look forward to my annual vacation.
4. I know many people who work themselves too hard.
5. I feel sorry for people who put in long hours at work.
6. Vacations are very important to me.
Extraversion
There are some jobs which have become synonymous with extrovert personalities. Sales is one example, it is difficult
to imagine a successful sales person who is not naturally extroverted. The qualities associated with this personality
trait friendliness, gregariousness, assertiveness, cheerfulness, and a high activity level are all qualities associated
with successful sales people.For employers to look for these qualities when recruiting sales people makes sense and
is exactly what you would expect. However, for almost all jobs, not just sales, employers prefer extroverts over
introverts every time. The reasons for this are twofold; Firstly, even people in highly technical jobs work in teams for
much of the time, they need to get on with people and get them to cooperate to get the job done. Secondly, most
employers take a long term view of the people they employ. The person employed today to input figures into
spreadsheets could be working as a supervisor or manager in a couple of year‟s time and it is better if they appear to
have some of the attributes that will be needed in the future.

By : Debdeep Ghosh
Obviously, there is no point in trying to „fake‟ that you are highly extroverted if you are not. Psychologists believe
extroversion/introversion to be the most difficult personality trait to consciously change. However, you most definitely
do not want to appear to be too introverted.
You should strongly agree with all of the following types of questions.
1. I almost never feel bored at parties.
2. I am usually described as an outgoing person.
3. It's easy for people to see my moods.
4. Almost none of my friends are quiet and reserved.
5. I find it easy to keep a conversation going.
6. In social settings I enjoy introducing myself to an unfamiliar person.
You should strongly disagree with all of the following types of questions.
1. I am usually quiet and reserved at social gatherings.
2. In conversations I like to let the other person do most of the talking.
3. I do not enjoy chatting with strangers.
4. I find it more productive to work alone than as part of the group.
5. I avoid being the center of attention whenever possible.
6. I sometimes try to avoid meeting new people.
Leadership
Leadership qualities in professionals at all levels of management play a key role in business success and there has
been a increasing interest in the qualities that make someone a leader rather than just a boss. Many of the graduate
and management personality tests try to determine your leadership qualities. Whatever type of job you are applying
for, showing some of these qualities is probably a good thing. Once again, there is no point in trying to „fake‟ that you
are natural leader if you are not, but you don't want to give the impression that any sort of leadership is beyond you.
You should strongly agree with the following types of questions:
1. I have a strong set of personal goals.
2. Every person has the potential to be creative at work.
3. People can become more successful through the right motivation.
4. The great figures in history always looked at least five or 10 years into the
future.
5. Many managers focus too much on details and not the big picture.
You should strongly disagree with the following types of questions:
1. I rarely have a strong set of personal goals.
2. The majority of people are already inspired to do their best work.
3. Nothing motivates employees more than money or fear of losing their job..

By : Debdeep Ghosh
How Personality
Profiles are Used

By : Debdeep Ghosh
How Personality Profiles are Used
It is important to remember that low, average, and high scores on a personality trait questionnaire are neither intrinsically good
nor bad. A particular level on any trait will probably be neutral or irrelevant for most activities, helpful for accomplishing some
things, and detrimental for accomplishing others. As with any personality test, scores and descriptions can only approximate
your actual personality. Whilst all of this may be true, in the real world your test results will have a significant influence on your
chances of being rejected. The following is an example 16-factor personality profile.
The interesting thing is that the individual who completed the questionnaire on which the profile is based has been
successfully working in sales for over 20 years. If she was looking for another sales job, her high score on the 'trusting' scale
would almost certainly mean that her negotiating abilities would be „red-flagged‟. How could someone intrinsically so 'trusting'
be an effective negotiator? If she was lucky and her previous track record was taken into account, she may get the opportunity
to explain how she has managed to cope successfully in sales despite the high 'trusting' score. More likely, in a field of other
strong candidates, it would be enough to put her out of the running.
In case you are wondering how someone with a background in sales could be so 'trusting', it is worth repeating that the
questions in these personality tests are open to personal interpretation and because of the time constraint there may only be a
few questions to determine each personality factor. If her interpretation of two or three questions did not match that of the test
designers then this would be enough to produce an flawed result for that particular factor.

By : Debdeep Ghosh
Human resources professionals would argue that personality questionnaires are not used in isolation and that they form only
part of the whole selection process. This is true as far as it goes, but you only need to look at the arithmetic of the recruitment
process to see that the overwhelming majority of candidates need to be rejected for one reason or another. It would be very
difficult to argue that such apparently „objective‟ evidence would not be a factor in that decision.
Unlike the interviewer, who rarely produces more than a page or so of often hastily written notes, commercially available
personality questionnaires produce very authoritative looking documentation. Imagine the scenario if she did turn out to be a
poor negotiator. “You mean to tell me that we employed this person when we had clear documented evidence that she was
unsuitable.” How many people would take that risk?
Testing for Workplace Stress
Stress is a prevalent and costly problem in today's workplace. About thirty percent of workers report high levels of stress.
Twenty five percent view their jobs as the number one stressor in their lives and seventy five percent believe the worker has
more on-the-job stress than a generation ago. Evidence also suggests that stress is the major cause of turnover in
organizations.
Stress-related disorders commonly include:
* Depression
* Anxiety
* Dissatisfaction
* Fatigue
* Aggression
* Concentration Problems
These conditions often lead to poor work performance. Stress is also associated with various biological reactions that may
lead to compromised health, such as cardiovascular disease and various cancers. Problems at work are more strongly
associated with health complaints than are any other life stressor, more so than even financial problems or family problems.
There are four Main physiological reactions to stress:
* Blood is shunted to the brain and large muscle groups.
* An area of the brain known as the reticular activating system sharpens hearing and vision.
* Energy-providing compounds of glucose and fatty acids are released into the bloodstream.
* The immune and digestive systems are temporarily shut down.
Stress is regarded as a bad thing by employers. Stress is often defined as „anger turned inwards‟ and is implicated in a long
list of medical conditions from migraines to heart attacks. It is also a precursor to „workplace rage‟ (known in the US as „going
postal‟) which along with „road rage‟ and „air rage‟ is a recent and rapidly increasing occurrence. Both of these outcomes,
illness and violence, are very expensive from an employer‟s point of view and questions aimed at screening out stressed or
angry candidates are finding their way into personality questionnaires.

By : Debdeep Ghosh
Designing Personality
Questionnaire

By : Debdeep Ghosh
Designing Personality Questionnaire
Personality has a significant role to play in deciding whether you have the enthusiasm and motivation that the employer is
looking for. It also determines how well you are going to fit in to the organization, in terms of your personality, attitude and
general work style? In most working situations it‟s the personalities of the people involved that affect the day-to-day success of
the organization. If a manager can‟t motivate their staff or the team doesn't work well together, then quality of service and
productivity will suffer.
There have also been significant changes in the past 20 years in the way that organizations operate. For example,
management styles tend to be less autocratic and there are usually fewer levels of management than there were. The move
towards more knowledge based and customer focused jobs means that individuals have more autonomy even at fairly low
levels within organizations. In addition, most organizations expect to undergo frequent changes in the way that they operate in
order to remain competitive. All of these factors have contributed to your personality being seen as more important now than it
was in the past.
The companies that produce personality tests and the human resources staff who use them invariably refer to these tests as
personality „questionnaires‟ rather than „tests‟. This is done to avoid giving the impression that there are right and wrong
answers and that the test can be either passed or failed. Obviously, no one type of personality is necessarily better or worse
than any other. However, remember that you are being given this test for a reason, the employer is plainly looking for
something otherwise they would not be investing time and money on the testing process.

By : Debdeep Ghosh
Aptitude Tests

By : Debdeep Ghosh
Introduction to Aptitude Tests
Aptitude and ability tests are designed to assess your logical reasoning or thinking performance. They consist of
multiple choice questions and are administered under exam conditions. They are strictly timed and a typical test
might allow 30 minutes for 30 or so questions. Your test result will be compared to that of a control group so that
judgments can be made about your abilities.
You may be asked to answer the questions either on paper or online. The advantages of online testing include
immediate availability of results and the fact that the test can be taken at employment agency premises or even at
home. This makes online testing particularly suitable for initial screening as it is obviously very cost-effective.
Aptitude and ability tests can be classified as speed tests or power tests. In speed tests the questions are relatively
straightforward and the test is concerned with how many questions you can answer correctly in the allotted time.
Speed tests tend to be used in selection at the administrative and clerical level. A power test on the other hand will
present a smaller number of more complex questions. Power tests tend to be used more at the professional or
managerial level.
There are at least 5000 aptitude and ability tests on the market. Some of them contain only one type of question (for
example, verbal ability, numeric reasoning ability etc) while others are made up of different types of question

By : Debdeep Ghosh
Types of Aptitude
Tests

By : Debdeep Ghosh
Types of Aptitude Tests
Verbal Ability - Includes spelling, grammar, ability to understand analogies and follow detailed written instructions.
These questions appear in most general aptitude tests because employers usually want to know how well you can
communicate.
Numeric Ability - Includes basic arithmetic, number sequences and simple mathematics. In management level tests
you will often be presented with charts and graphs that need to be interpreted. These questions appear in most
general aptitude tests because employers usually want some indication of your ability to use numbers even if this is
not a major part of the job.
Abstract Reasoning - Measures your ability to identify the underlying logic of a pattern and then determine the
solution. Because abstract reasoning ability is believed to be the best indicator of fluid intelligence and your ability to
learn new things quickly these questions appear in most general aptitude tests.
Spatial Ability - Measures your ability to manipulate shapes in two dimensions or to visualize three-dimensional
objects presented as two-dimensional pictures. These questions not usually found in general aptitude tests unless the
job specifically requires good spatial skills.
Mechanical Reasoning - Designed to assess your knowledge of physical and mechanical principles. Mechanical
reasoning questions are used to select for a wide range of jobs including the military (Armed Services Vocational
Aptitude Battery), police forces, fire services, as well as many craft, technical and engineering occupations.
Fault Diagnosis - These tests are used to select technical personnel who need to be able to find and repair faults in
electronic and mechanical systems. As modern equipment of all types becomes more dependent on electronic
control systems (and arguably more complex) the ability to approach problems logically in order to find the cause of
the fault is increasingly important.
Data Checking - Measure how quickly and accurately errors can be detected in data and are used to select
candidates for clerical and data input jobs.
Work Sample – Involves a sample of the work that you will be expected do. These types of test can be very broad
ranging. They may involve exercises using a word processor or spreadsheet if the job is administrative or they may
include giving a presentation or in-tray exercises if the job is management or supervisory level.

By : Debdeep Ghosh
Psychometrics

By : Debdeep Ghosh
Introduction
Psychometrics is a fascinating field that you will come across frequently in school and when searching for
employment. Primarily used by employers and educational institutions, psychometric testing allows one to get a
detailed view of what a person can (or could) do in a working environment or academic setting.
Everyone has been exposed to a psychometric test in their life; it could have been an IQ test, a verbal
comprehension test, or even a personality profile. By understanding how psychometrics tests are created,
measured, and administered you can understand exactly how they help employers and institutions choose viable
candidates, as well as how to prepare for them to maximize success.
What is Psychometrics?
Psychometrics is the science of measuring a subject‟s abilities, knowledge, attitudes, personality traits,
and level of education through testing. By measuring these traits the assessor is able to gain an “inside
view” of not only what a person knows, but also what they are capable of learning and how they feel
about certain situations.
History of Psychometrics
Psychometrics came as a result of theories in psychology which strove to find out if there was a way to
accurately measure a person‟s intelligence. Some of the first psychometric tests were developed by Sir
Francis Galton in the late 1800‟s, and were later improved upon by psychometricians James McKeen
Cattell and Charles Spearman.
One of the most significant early contributions to psychometrics came in 1905 with the creation of
the Binet-Simon Test, which was able to accurately measure a child‟s mental age. This test was later
improved upon by a Stanford psychologist name Lewis Terman and was renamed the Stanford-Binet
Test (or Stanford-Binet Intelligence Scales), which was the very first IQ Test.
Besides measuring IQ (intelligence), psychometric tests have developed over the years to also
measure aptitude,ability, and even a subject‟s personality traits. All of these tests and questionnaires
provide keen insight into how a person reacts in certainly situations, as well as what they are capable of.
The results of psychometric tests can help schools decide on which applicants to accept for enrolment,
help an employer narrow down a list of candidates, and even help individuals discover what types of
employment they are best suited for.

By : Debdeep Ghosh
Use of Psychometric Tests?
Psychometric testing is most commonly used by companies looking for highly skilled workers in both the public and
private sectors who see the value in screening their candidates to ensure suitability, or to help them develop.
Additionally, most higher-learning institutions use psychometric testing in order to ascertain a potential student‟s
academic aptitude and knowledge level. Tests such as the LSATs, SATs, and GCE-A Levels are given to
graduating high school and graduate students, most are used as a benchmark to allow admission into certain
schools, fields of study, and to help institutions and private charities choose scholarship candidates.
Fairness of Tests
In the field of psychometrics, the fairness of a test is paramount to ensuring that a test reliably measures what it
intends to measure, no matter who is taking the test. When it comes to testing fairness is defined as the lack of bias
in a test, so that the test is appropriate for all examinees, regardless of their race, gender, religion, or background.
When a psychometric test is developed, it follows strict guidelines as established by the Standards for Educational
and Psychological Testing committee, and must be proven to be fair and free of bias prior to its introduction as an
available psychometric test.

By : Debdeep Ghosh
Types of Psychometric Tests

By : Debdeep Ghosh
Types of Psychometric Tests
There are a wide variety of psychometric tests. Some focus on measuring a specific skill or aptitude, while others look
to create a profile on a subject‟s particular traits. Here is an overview of some of the most widely-used psychometric
tests:
General Test Types
These are the general types of psychometric tests offered to employees, candidates, students, and individuals:
Aptitude Tests
These tests can be used to measure a person‟s ability or knowledge level in a certain field, but are most commonly
used to “get a feel for” a candidate‟s general level of intelligence and ability. Depending on what type of aptitude test
is being administered the format may vary.
Verbal Reasoning / Verbal Comprehension
Measures the subject‟s ability to comprehend verbal description or arguments in order to understand their meaning
and draw conclusions. The format of a verbal reasoning tests involve reading a passage, and then answering a series
of questions with True, False, or Cannot Say. A verbal comprehension test focuses more on spelling, grammar, and
syntax.
Numerical Reasoning
Measures the subject‟s ability to analyse and comprehend numerical data and perform calculations where
appropriate. Topics covered include ratios, percentages, trends, and currency conversions. The test format is
multiple-choice.
Inductive / Abstract Reasoning
Measure‟s the subject‟s ability to comprehend and work with unfamiliar information to find solutions to problems, with
the aim of discovering how well the subject can think analytically and conceptually. The test format involves looking at
a sequence of symbols, and determining how to complete the sequence.
Personality Questionnaire
A questionnaire designed to understand how the subject prefers to work, and how well they will fit within a particular
work environment or team. The test format includes a series of statements that asks the subject to agree or disagree,
as well as to choose which statements most and least describe the subject.
Motivation Questionnaire
A questionnaire designed to understand what motivates a subject, in order to improve working conditions and
increase employee satisfaction and retention. The test format includes a series of statements and asks the subject to
rate whether each situation would increase or decrease motivation.
Accuracy (or Checking) Test
Measures the subject‟s ability to find errors within a group of information, quickly and accurately. The test format may
include a series of numbers where the subject has to quickly ascertain whether they are the same or different. This
test has a strict time limit, the goal being for the subject to answer as many questions correctly before time runs out.
Knowledge Tests
Measures the subject‟s proficiency in a certain field or area. These tests are specifically designed for a particular field,
such as engineering or information technology. Normally multiple choice, the test format may vary depending on the
field being tested and may include logical reasoning, numerical reasoning, or other types of questions. The format is
often multiple choice.

By : Debdeep Ghosh
Specific Test
Types

By : Debdeep Ghosh
Specific Test Types
Psychometric tests can be designed to measure a single factor (i.e. aptitude) or a variety of factors
(i.e. skill level, motivation, etc.). These are some of the most common psychometric tests that are
administered:
IQ Test / Stanford-Binet 5: A test to measure a subject’s intelligence and aptitude, which may be used
to predict potential educational or ascertain the need for additional education assistance. The IQ
contains questions pertaining to logic and verbal ability in order to ascertain the subject’s mental age.
The average IQ score is 100.
Big Five Profile: Measure a subject’s core five personality traits, as based on the Big Five personality
model. The test consists of a series of statements, to which the subject answers how much they agree
or disagree with each (from 1-4). The test is designed to measure the following traits: Openness,
Conscientiousness, Extroversion, Agreeableness, and Neuroticism.
Occupational Interest Inventory: Assesses the subject’s motivations and aptitudes. This test is
commonly used by career centres, human resources professionals, and educational institutions to
ensure employees / students are match well to their chosen field.
Management Style Inventory: Used to determine a person’s management style, strengths, and areas
where improvement could be gained. The test is aimed at placing the subject into one of seven
management categories (manager, entrepreneur, motivator, strategist, chief executive, expert,
project manager) and consists of a series of questions with two possible choices for answers in order to
classify the response.
CTPI-100: The Central Test Personality Inventory for Professionals is a commonly-used RASCH-based
personality questionnaire for managerial and executive-level candidates. The purpose of the test is to
ascertain the subject’s work-related personality traits and behaviour competencies, by categorising the
subject’s responses in four primary groups: people management, self-management, task management,
change management. The questionnaire format contains a series of statements, the subject then
chooses how much they agree with each statement, or how often a particular behaviour / situation
occurs (frequently, sometimes, rarely, never).
Sales Profile: Helps to determine whether a candidate is naturally suited for a sales-orientated job,
and ascertains whether the candidate would be better at one aspect of sales over others (B2B Sales,
Telemarketing, Technical Sales, etc.). The subject chooses one of two responses for a series of
statements which helps to determine their sales personality.
Myers-Briggs Personality Indicator / Jung Typology Test: One of the first accurate and reliable
personality questionnaires, this test is commonly used to get a broad overview of a person’s personality
traits based on four dichotomies: Extraversion/Introversion, Sensing/Intuition, Thinking/Feeling, and
Judging/Perceiving. The test format includes a series of statements where the subject chooses to agree
or disagree.

By : Debdeep Ghosh
Reasoning Test: A measure of specific skills, rather than a measure of general IQ. These tests includes
a variety of multiple-choice questions that measure logical ability, numerical ability, and verbal
ability.
Emotional Intelligence Test: Similar to an IQ Test, but this type of test measures a person’s ability to
understand emotions (their own and others’) as well as their ability to establish and maintain healthy
relationships. The test looks for strengths and weaknesses in areas such as intrapersonal intelligence,
flexibility, relationship management, and self-assertion.
Language Test: Designed to ascertain a person’s knowledge of a particular language, or a subset of
that language. For example, if a job required fluent French-speaking skills then a French language test
may be administered; however, in an English-speaking business environment a business English test
may be required. The test helps to ascertain the subject’s abilities in relation to reading
comprehension, vocabulary, grammar, and spelling. The format is multiple-choice.
16-PF (16 Personality Factor Model): A multiple-choice format test that is used to ascertain a
subject’s dominant personality traits. The test is based on 16 dominant personality factors: warmth,
reasoning, emotional stability, dominance, liveliness, rule-consciousness, social boldness, sensitivity,
vigilance, abstractedness, privateness, apprehensiveness, openness to change, self-reliance,
perfectionism, and tension. The test, updated in 1993, consists of a total of 185 statements with true /
false (agree / disagree) answers. There is also a condensed 16-PF test format with fewer statements
that include a rating system for each response (i.e. strongly agree, agree, disagree, strongly disagree).
ABLE Series: A set of ten ability tests that are used to provide an in-depth view of a subject’s
capabilities. Adaptable for many job types, the test series is an accurate way of assessing a candidate’s
abilities and potential to learn. Formats vary, most are multiple choice.
Situational Judgement Test (SJT): A test used to assess a candidate’s approach to solving work-
related problems. The test format consists of a series of situations and the subject is instructed to
select the most effect and lease effective options. The aim of the test is to ascertain the subjects
ability to problem solve, make decisions, and whether their personal working style is appropriate for
the position they are being considered for.
WAVE: Developed by Saville Consulting, WAVE is a personality questionnaire.
In-Tray / E-Tray Exercise: A working exercise used to measure a candidate’s ability to organize,
prioritize, analyse, as well as to assess their communication and delegation skills. During the exercise
the subject is presented with an email inbox and asked to respond to a series of tasks and questions, all
while emails are coming into the inbox. The subject is measured on their ability to accurately sort,
respond to, and answer the emails in a timely fashion. An e-tray exercise differs in that it can be
completed anywhere the subject has access to a computer, whereas an in-tray exercise is completed at
an assessment centre or at the employer’s chosen location.

By : Debdeep Ghosh
CAT (Common Admission Test): An India-based computer test for students wishing to apply to business
administration colleges. The CAT is an aptitude test that measures verbal ability, logical reasoning,
quantitative ability, and data interpretation. The test is administered only during a 20-day period in
October/November of each year, and consists of two timed, multiple-choice sections.
GMAT (Graduate Management Admission Test): Used primarily in the United States and other English-
speaking countries, the GMAT is administered to students wishing to pursue graduate-level business
degrees. The test is computer based where available, and consists of two written essays to examine
analytical writing ability, 37 multiple-choice questions to assess problem solving and data sufficiency,
and 41 multiple-choice to assess language skills, critical reasoning, and reading comprehension.
UKCAT (UK Clinical Aptitude Test): A computer-based entrance exam commonly administered by UK
medical and dental schools. The test is used to measure mental ability, attitude, and professional
behaviour. The test contains four main sections of multiple-choice questions in the following areas:
verbal reasoning, quantitative reasoning, abstract reasoning, and decision analysis.
GRE (Graduate Records Examination): A commonly administered standardised test, the GRE is used
primarily as an admission tool for students pursuing graduate school in the United States and English-
speaking schools worldwide. The purpose of the test is to measure verbal reasoning, quantitative
reasoning, analytical writing, and critical thinking skills. The analytical writing section of the test
consists of two essays; the remainder of the test is multiple-choice. In most areas the test is completed
on computer at a qualified testing centre, unless computer access is unavailable.
MCAT (Medical College Admission Test): A computer-based test administered to students wishing to
pursue medical studies in the United States and Canada. The MCAT is structured to assess the subject’s
problem solving, critical thinking, written analysis, and writing skills, as well as to ascertain their
knowledge of scientific concepts. The test is offered a multiple times of the year and takes
approximately 4-5 hours to complete. Consisting of four sections (physical science, verbal reasoning,
writing, and biological science) the test is mostly multiple-choice, with some written responses.
SAT (formerly Scholastic Aptitude Test / Scholastic Assessment Test): One of the primary
standardised tests used in the United States to determine college admission. The test consists of four
sections: critical reading, mathematics, and writing. The majority of the questions are multiple-choice,
although there is a brief essay question and 10 math grid questions.
LSAT (Law School Admission Test): A standardised entrance exam required by institutions in the
United States, Canada, and Australia (as well as other countries) for students wishing to enter law
study programs. The LSATs are used to assess a candidate’s aptitudes in logical reasoning, reading
comprehension, and analytical reasoning. The test is offered four times per year and consists of six
sections. Four of the sections are multiple choice, one section is experimental and is not scored, and a
final section is a written exam and is also not scored.

By : Debdeep Ghosh
Selected Major Test
Developers

By : Debdeep Ghosh
Selected Major Test Developers
A variety of companies exist in the UK and abroad who are professional psychometric testers and who
offer assessment and development for individuals, groups, and organizations.
Cubiks
This international development centre has main branches in Europe, Malaysia, and Dubai, as well as a
broad network of partners in 50 countries worldwide. Besides their physical locations, Cubiks also
offers a range of online tests, and also has an assessor training program.
Hogan Assessments
Offering a variety of assessment and development services, Hogan Assessments has experts with
experience to help employers with consulting, research, technology development, and coaching.
Meanwhile, individuals can benefit from their training programs to enhance their coaching, HR, and
organizational development skills.
Hogrefe
This European-based assessment company offers a range of psychometric tools for employers and test-
takers. Employers and employees alike can also benefit from their broad range of workshops and
seminars.
Kenexa
An assessment and recruitment company that has been actively participating in employee recruitment,
assessment, and employment branding for over 25 years. From assessing new candidates to onboarding,
career development, and leadership development, Kenexa provides a full development package, as
well as the benefit of instant online results. Kenexa offers behavioural and ability tests to suit many
employment situations.
OPP
A specialist in the application of psychometrics to improve workplace performance, recruitment, and
personal development, OPP offers a wide range of tests, including the famous Myers-Briggs Type
Indicator personality tool.
Previsor
Recently merged with SHL, Previsor offers pre-employment screening and employee assessment
services. With a huge database of tests, from broad aptitude and psychological profiles to industry-
specific skills tests, Previsor is a good resource for employers looking for assistance with hiring
practices and employee reviews.
Saville Consulting
Saville Consulting have developed a wide range of services in the psychometric and behavioural
assessment market.

By : Debdeep Ghosh
SHL
One of the most widely recognized psychometric testing firms, SHL has been in business for over 30
years. SHL offers assessment testing for employees looking to appraise their candidates for selection
and development purposes. Tests and questionnaires offered include Verbal Reasoning, Verbal
Comprehension, Numerical Reasoning, Inductive Reasoning, Personality, Motivation, Situational
Judgement, Accuracy, Mechanical Comprehension, and General Cognitive Ability.
Team Focus
As well as a range of psychometric tests and questionnaires, Team Focus offers services in candidate
assessment and team development.
Thomas International
Specialising in talent management, Thomas International is a Canadian-based firm with a range of
online tools for employers looking to screen talent, handle performance management, and develop
their employees and teams. They also offer DISC certification training and courses for those looking for
a more in-depth understanding of psychometric testing.
-------------------- + ------------------

By : Debdeep Ghosh
Websites for taking free psychometric Tests
1. http://www.utc.edu/Administration/WalkerTeachingResourceCenter/FacultyDevel
opment/Assessment/test-questions.html
2. http://www.proprofs.com/quiz-school/
3. http://alison.com/courses/Psychometric-Tests/content
4. http://www.personality100.com
5. http://www.learnmyself.com/
6. http://www.personalitypathways.com/type_inventory.html
7. http://goddessflight.com/per/
8. http://www.123test.com/disc-personality-test/
9. http://www.peoplemaps.com/
10. http://www.excellerate.co.nz/free_psychometric_tests.html

By : Debdeep Ghosh
THANK YOU

A Study on Online Testing, Personality profiling & Psychometrics

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