Psychometrics can provide valuable insights for selection, development, and promotion in legal organizations. Common instruments include the OPQ32, 16PF, Hogan tests, NEO-PI-R, and Wave. They measure traits like personality, intelligence, and motivations, and provide more valid predictions than traditional interviews. Using psychometrics requires costs for training, administration and interpretation but can increase fairness, transparency, and the fit between employees and roles.
This document provides an overview of psychometrics, which is concerned with psychological measurement and testing. It discusses the origins and development of psychometrics from the 19th century work of Darwin, Galton, and Wundt through its establishment as a formal field in the 20th century. Key concepts in psychometrics include reliability, validity, and different types of each. Common instruments and procedures are described, such as IQ tests, educational assessments, and personality inventories. Standards of quality emphasize high reliability and validity. Item response theory is presented as an advancement over classical test theory.
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.
This document discusses psychometrics, which involves administering psychological tests to objectively measure human behavior and attributes. It outlines key principles of psychometrics like standardization and reliability. There are different types of psychometric tests that measure various qualities like intelligence, aptitude, personality, and interests. These tests are commonly used for recruitment, selection, and career progression by identifying traits that may be difficult to assess in interviews. The document concludes that psychometric testing can objectively measure a candidate's suitability for a role based on required personality and cognitive abilities.
Psychometrics is the field concerned with psychological measurement and objective assessment of skills, abilities, personality traits, and achievement. Psychometric tests are used widely in recruitment and selection to measure aspects of mental ability, aptitude, and personality. Common types include IQ and personality tests that evaluate traits like the Big Five factors. Employers use psychometric testing to select the most suitable candidates and predict job performance.
This document discusses two prominent theories of personality - Eysenck's and Cattell's. Eysenck proposed that personality is structured across three dimensions: extraversion-introversion, neuroticism-stability, and psychoticism-normality. Cattell identified 16 primary personality traits that make up global factors like extraversion, anxiety, and independence. Both Eysenck and Cattell developed questionnaires to assess individuals' scores on these personality dimensions or traits, which can provide insight for determining personal fit for different jobs and work roles. Understanding personality in this scientific way can help place the right person in the right job for improved work satisfaction and efficiency.
1. The document provides an introduction to total quality management (TQM), outlining its key concepts and approaches. It discusses the historical figures and gurus that developed TQM approaches, including Deming, Juran, Feigenbaum, Ishikawa, Crosby and Taguchi.
2. The basic approaches of TQM are described as involving committed management, customer focus, organization-wide participation, continuous improvement, supplier partnerships, and performance measures. TQM requires cultural change and applying quantitative and human resources across all processes.
3. An overview of quality management in Pakistan is given, noting the role of the Pakistan Standards and Quality Control Authority in developing standards and conformity assessments to promote industrial efficiency.
The document discusses the 16 Personality Factor (16PF) psychometric test. It describes the 16PF as a test that measures 16 underlying personality traits, without regard to how a person applies their personality in different environments. It provides details on each of the 16 factors and themes measured by the test, including what high and low scores on each factor indicate. The document is authored by Prof. Dinesh Soni, who has several qualifications and experience in psychology and as a certified 16PF professional.
This document provides an overview of psychometrics, which is concerned with psychological measurement and testing. It discusses the origins and development of psychometrics from the 19th century work of Darwin, Galton, and Wundt through its establishment as a formal field in the 20th century. Key concepts in psychometrics include reliability, validity, and different types of each. Common instruments and procedures are described, such as IQ tests, educational assessments, and personality inventories. Standards of quality emphasize high reliability and validity. Item response theory is presented as an advancement over classical test theory.
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.
This document discusses psychometrics, which involves administering psychological tests to objectively measure human behavior and attributes. It outlines key principles of psychometrics like standardization and reliability. There are different types of psychometric tests that measure various qualities like intelligence, aptitude, personality, and interests. These tests are commonly used for recruitment, selection, and career progression by identifying traits that may be difficult to assess in interviews. The document concludes that psychometric testing can objectively measure a candidate's suitability for a role based on required personality and cognitive abilities.
Psychometrics is the field concerned with psychological measurement and objective assessment of skills, abilities, personality traits, and achievement. Psychometric tests are used widely in recruitment and selection to measure aspects of mental ability, aptitude, and personality. Common types include IQ and personality tests that evaluate traits like the Big Five factors. Employers use psychometric testing to select the most suitable candidates and predict job performance.
This document discusses two prominent theories of personality - Eysenck's and Cattell's. Eysenck proposed that personality is structured across three dimensions: extraversion-introversion, neuroticism-stability, and psychoticism-normality. Cattell identified 16 primary personality traits that make up global factors like extraversion, anxiety, and independence. Both Eysenck and Cattell developed questionnaires to assess individuals' scores on these personality dimensions or traits, which can provide insight for determining personal fit for different jobs and work roles. Understanding personality in this scientific way can help place the right person in the right job for improved work satisfaction and efficiency.
1. The document provides an introduction to total quality management (TQM), outlining its key concepts and approaches. It discusses the historical figures and gurus that developed TQM approaches, including Deming, Juran, Feigenbaum, Ishikawa, Crosby and Taguchi.
2. The basic approaches of TQM are described as involving committed management, customer focus, organization-wide participation, continuous improvement, supplier partnerships, and performance measures. TQM requires cultural change and applying quantitative and human resources across all processes.
3. An overview of quality management in Pakistan is given, noting the role of the Pakistan Standards and Quality Control Authority in developing standards and conformity assessments to promote industrial efficiency.
The document discusses the 16 Personality Factor (16PF) psychometric test. It describes the 16PF as a test that measures 16 underlying personality traits, without regard to how a person applies their personality in different environments. It provides details on each of the 16 factors and themes measured by the test, including what high and low scores on each factor indicate. The document is authored by Prof. Dinesh Soni, who has several qualifications and experience in psychology and as a certified 16PF professional.
The 16PF5 is the fifth version of the 16PF, a self-report questionnaire originally devised by Dr Raymond Cattell as part of his work to identify the primary components of personality. His research, which began in the 1940s, was based on the use of factor analysis to interpret data derived from questionnaire items (Q-data) and from behaviour ratings (L-data). The 16PF was designed to give a broad measure of personality that would be useful to practitioners in a wide range of settings: from selection, to counselling to clinical decision-making.
Please let me know if you are interested to purchase psychological test.
Looking for customized in-house training sessions that fit your needs, particularly in the Philippines? Please send me an email at clarencegapostol@gmail.com or WhatsApp +971507678124. When your request is received I will follow up with you as soon as possible.Thank you!
The NEO Personality Inventory (NEO-PI) is a widely used assessment of the five factor model of personality. It measures the five domains of neuroticism, extraversion, openness, agreeableness, and conscientiousness. The NEO-PI was developed by Costa and McCrae in 1978 and has since been revised multiple times, with the current version being the NEO-PI-3. It is a 240 item self-report inventory that is easy to administer and provides a comprehensive assessment of normal adult personality.
In this presentation, we will understand the concept of industrial psychology to contribute to the productivity, while also talking about roots and reason of certain behavior and behavioral patterns.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
The document provides an overview of various psychometric tests used for career assessment and development, including their merits and limitations. It describes the Myers-Briggs Type Indicator (MBTI) personality test, which identifies preferences on four domains: Extraversion/Introversion, Sensing/Intuition, Thinking/Feeling, Judging/Perceiving. It also outlines Holland's theory of vocational personalities and work environments and Schein's career anchor theory about factors that influence career satisfaction and persistence.
This document discusses the validity and reliability of questionnaires. It defines validity as the ability of a questionnaire to measure what it intends to measure. There are several types of validity discussed, including content validity, face validity, criterion validity (concurrent and predictive), and construct validity. Steps for validating a questionnaire include evaluating face validity and getting expert feedback to establish content validity. Reliability is the ability to get consistent results and is measured through test-retest reliability, internal consistency (split-half), and inter-rater reliability. Establishing both validity and reliability is important for developing a high-quality questionnaire.
Psychometric tests aim to measure mental abilities, aptitudes, and personality traits. They are commonly used in recruitment and selection processes by employers. Some popular psychometric tests include the Myers-Briggs Type Indicator (MBTI) which assesses personality types, the 16 Personality Factor questionnaire (16PF) which measures personality traits, and FIRO-B which evaluates interpersonal needs and behaviors. Psychometric tests are standardized and aim to predict job performance while avoiding discrimination. They have various applications including selection, development, team building, and counseling.
The NEO PI-R is a personality inventory based on the Big Five personality dimensions. It was developed by Paul Costa and Robert McCrae to assess neuroticism, extraversion, openness, agreeableness, and conscientiousness. Each domain is composed of six facets and is widely used in research, counseling, and occupational settings. The inventory consists of 240 items measuring the five domains and can be completed in about 35 minutes. It has high reliability and validity and provides a well-researched measure of the major dimensions of adult personality.
Psychological tests are used to measure human behavior and can be categorized into projective tests and aptitude tests. Projective tests use ambiguous stimuli to reveal unconscious motivations, with the Rorschach inkblot test being an example. Aptitude tests attempt to predict a person's ability to learn new skills through education and training, with components including verbal, numeric, and spatial reasoning. The SAT is an example of an aptitude test used to assess students' readiness for college-level work.
This document discusses variables, hypotheses, study types, and validity/reliability in research. It defines variables as characteristics that can take different values, and categorizes them as numerical, categorical, continuous, discrete, ordinal, and nominal. Hypotheses predict relationships between factors and problems that can be tested. Study types include descriptive studies, comparative/analytical studies, experimental studies, quasi-experimental studies, and before-after studies. Validity means measurements actually assess what is intended, while reliability means repeatability of findings.
This document defines and provides examples of different types of variables:
- Dependent variables are affected by independent variables. Independent variables are presumed to influence other variables.
- Intervening/mediating variables are caused by the independent variable and themselves cause the dependent variable.
- Organismic variables are personal characteristics used for classification.
- Control/constant variables are not allowed to change during experiments.
- Variables can also be interval, ratio, nominal/categorical, ordinal, dummy, preference, multiple response, or extraneous.
1. The document discusses various research designs including descriptive designs like case reports, case series, and cross-sectional studies as well as analytical designs like case-control and cohort studies.
2. Key aspects of different research designs are explained, including their merits and limitations. For example, case reports are useful for rare diseases but cannot assess statistical associations, while cohort studies directly measure risk but are time-consuming.
3. Randomized controlled trials are covered, outlining basic steps like drawing protocols, randomization, and intervention/follow-up. Randomization techniques like simple, block, and stratified methods are also summarized.
Reliability in Psychological Testing refers to the ability of the psychological test to give a consistent result. The presentation discusses ways to test reliability
Unit 1 Introduction to Organizationa and Industrial PsychologyMichael Galanakis
Industrial/organizational (I/O) psychology applies psychological principles and theories to understand workplace behavior and optimize employee and organizational effectiveness. I/O psychology focuses on areas like personnel selection, training, performance evaluation, and organizational development. It aims to balance both organizational efficiency and employee well-being. I/O psychology is a growing field with opportunities in consulting, private companies, government, and academia. A graduate degree is typically required to become an I/O psychologist.
The End of an Era: The Time has Come to Demote the ResumeMarina Dawson
Ever since Leonardo Da Vinci sent a 'letter of accomplishments' to the Duke of Milan more than 500 years ago, the resume has held a central place in the recruiting process. But we live in a world where experts say "hiring is broken", pointing to the 50/50 hiring success rate overall. Could it be that our reliance on the resume is the main culprit? And is there an alternative? In this lively session, Edwin Jansen leverages his years of research into recruitment and assessment innovation to help us see how the resume is leading us astray and how CharityVillage is doing something about it.
To view the full one-hour webinar, including audio, visit: http://charityvillage.com/elearning/webinars/past-webinars/the-end-of-an-era-the-time-has-come-to-demote-the-resume.aspx
The document discusses the history and types of behavioral assessments. It describes how assessments have evolved from ancient theories like the four humors to modern tools like the Myers-Briggs Type Indicator. The document also outlines the U.S. Department of Labor's guidelines for appropriate use of assessments in hiring decisions, including their recommendation that assessments account for no more than one-third of decisions. Further, it discusses the importance of ensuring assessments are reliable, valid, and job-relevant.
This document discusses psychometric tests, which are standardized tests used to measure traits like intelligence, memory, and personality. It outlines different types of psychometric tests including ability, aptitude, and personality tests. The document then describes the methods used in the project, including surveys of jobseekers, employees, and companies. It summarizes the results of these surveys, finding mixed usefulness of psychometric tests. While some employers found them useful, others and job holders viewed them more neutrally or critically. The document concludes that psychometric testing is a growing industry but not perfectly accurate, and more development is still needed.
Three wonderful researchers gathered together a century of work on which hiring practices are related to performance in the job. Problem is, they wrote a 75 page paper about it, and that's a barrier. I've summarized their paper into less than 30 slides so you can make the case for science-based hiring in your company.
This document provides an overview of the Shadowmatch solution. The research behind Shadowmatch found that an individual's success depends on the contextual match between their habits and the environment/tasks. Shadowmatch maps the habits of top performers in specific roles/contexts to create benchmarks. It then assesses individuals and provides matching results and personalized development programs. The system addresses the entire employee lifecycle from recruitment to exit planning. Benefits include improved selection, development, productivity and return on employment. A demonstration shows how Shadowmatch can be used for tasks like recruitment, redeployment and team building. The differentiator of Shadowmatch is its automated, self-managed and cost-effective approach to objectively assessing individuals while addressing the full employee lifecycle through
Recruitment Selection Process Methods And StepsBalakrisna
The document discusses recruitment, selection processes, and the use of psychological testing in organizations. It provides details on the key steps in recruitment including identifying job requirements, attracting candidates, screening applications, interviews and assessments. The selection process involves preliminary interviews, tests, employment interviews, reference checks and making a final job offer. Psychological tests are used to objectively and validly measure candidate abilities and personality traits relevant to job performance. The role of recruitment consultants is also outlined along with common challenges they may face.
The 16PF5 is the fifth version of the 16PF, a self-report questionnaire originally devised by Dr Raymond Cattell as part of his work to identify the primary components of personality. His research, which began in the 1940s, was based on the use of factor analysis to interpret data derived from questionnaire items (Q-data) and from behaviour ratings (L-data). The 16PF was designed to give a broad measure of personality that would be useful to practitioners in a wide range of settings: from selection, to counselling to clinical decision-making.
Please let me know if you are interested to purchase psychological test.
Looking for customized in-house training sessions that fit your needs, particularly in the Philippines? Please send me an email at clarencegapostol@gmail.com or WhatsApp +971507678124. When your request is received I will follow up with you as soon as possible.Thank you!
The NEO Personality Inventory (NEO-PI) is a widely used assessment of the five factor model of personality. It measures the five domains of neuroticism, extraversion, openness, agreeableness, and conscientiousness. The NEO-PI was developed by Costa and McCrae in 1978 and has since been revised multiple times, with the current version being the NEO-PI-3. It is a 240 item self-report inventory that is easy to administer and provides a comprehensive assessment of normal adult personality.
In this presentation, we will understand the concept of industrial psychology to contribute to the productivity, while also talking about roots and reason of certain behavior and behavioral patterns.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
The document provides an overview of various psychometric tests used for career assessment and development, including their merits and limitations. It describes the Myers-Briggs Type Indicator (MBTI) personality test, which identifies preferences on four domains: Extraversion/Introversion, Sensing/Intuition, Thinking/Feeling, Judging/Perceiving. It also outlines Holland's theory of vocational personalities and work environments and Schein's career anchor theory about factors that influence career satisfaction and persistence.
This document discusses the validity and reliability of questionnaires. It defines validity as the ability of a questionnaire to measure what it intends to measure. There are several types of validity discussed, including content validity, face validity, criterion validity (concurrent and predictive), and construct validity. Steps for validating a questionnaire include evaluating face validity and getting expert feedback to establish content validity. Reliability is the ability to get consistent results and is measured through test-retest reliability, internal consistency (split-half), and inter-rater reliability. Establishing both validity and reliability is important for developing a high-quality questionnaire.
Psychometric tests aim to measure mental abilities, aptitudes, and personality traits. They are commonly used in recruitment and selection processes by employers. Some popular psychometric tests include the Myers-Briggs Type Indicator (MBTI) which assesses personality types, the 16 Personality Factor questionnaire (16PF) which measures personality traits, and FIRO-B which evaluates interpersonal needs and behaviors. Psychometric tests are standardized and aim to predict job performance while avoiding discrimination. They have various applications including selection, development, team building, and counseling.
The NEO PI-R is a personality inventory based on the Big Five personality dimensions. It was developed by Paul Costa and Robert McCrae to assess neuroticism, extraversion, openness, agreeableness, and conscientiousness. Each domain is composed of six facets and is widely used in research, counseling, and occupational settings. The inventory consists of 240 items measuring the five domains and can be completed in about 35 minutes. It has high reliability and validity and provides a well-researched measure of the major dimensions of adult personality.
Psychological tests are used to measure human behavior and can be categorized into projective tests and aptitude tests. Projective tests use ambiguous stimuli to reveal unconscious motivations, with the Rorschach inkblot test being an example. Aptitude tests attempt to predict a person's ability to learn new skills through education and training, with components including verbal, numeric, and spatial reasoning. The SAT is an example of an aptitude test used to assess students' readiness for college-level work.
This document discusses variables, hypotheses, study types, and validity/reliability in research. It defines variables as characteristics that can take different values, and categorizes them as numerical, categorical, continuous, discrete, ordinal, and nominal. Hypotheses predict relationships between factors and problems that can be tested. Study types include descriptive studies, comparative/analytical studies, experimental studies, quasi-experimental studies, and before-after studies. Validity means measurements actually assess what is intended, while reliability means repeatability of findings.
This document defines and provides examples of different types of variables:
- Dependent variables are affected by independent variables. Independent variables are presumed to influence other variables.
- Intervening/mediating variables are caused by the independent variable and themselves cause the dependent variable.
- Organismic variables are personal characteristics used for classification.
- Control/constant variables are not allowed to change during experiments.
- Variables can also be interval, ratio, nominal/categorical, ordinal, dummy, preference, multiple response, or extraneous.
1. The document discusses various research designs including descriptive designs like case reports, case series, and cross-sectional studies as well as analytical designs like case-control and cohort studies.
2. Key aspects of different research designs are explained, including their merits and limitations. For example, case reports are useful for rare diseases but cannot assess statistical associations, while cohort studies directly measure risk but are time-consuming.
3. Randomized controlled trials are covered, outlining basic steps like drawing protocols, randomization, and intervention/follow-up. Randomization techniques like simple, block, and stratified methods are also summarized.
Reliability in Psychological Testing refers to the ability of the psychological test to give a consistent result. The presentation discusses ways to test reliability
Unit 1 Introduction to Organizationa and Industrial PsychologyMichael Galanakis
Industrial/organizational (I/O) psychology applies psychological principles and theories to understand workplace behavior and optimize employee and organizational effectiveness. I/O psychology focuses on areas like personnel selection, training, performance evaluation, and organizational development. It aims to balance both organizational efficiency and employee well-being. I/O psychology is a growing field with opportunities in consulting, private companies, government, and academia. A graduate degree is typically required to become an I/O psychologist.
The End of an Era: The Time has Come to Demote the ResumeMarina Dawson
Ever since Leonardo Da Vinci sent a 'letter of accomplishments' to the Duke of Milan more than 500 years ago, the resume has held a central place in the recruiting process. But we live in a world where experts say "hiring is broken", pointing to the 50/50 hiring success rate overall. Could it be that our reliance on the resume is the main culprit? And is there an alternative? In this lively session, Edwin Jansen leverages his years of research into recruitment and assessment innovation to help us see how the resume is leading us astray and how CharityVillage is doing something about it.
To view the full one-hour webinar, including audio, visit: http://charityvillage.com/elearning/webinars/past-webinars/the-end-of-an-era-the-time-has-come-to-demote-the-resume.aspx
The document discusses the history and types of behavioral assessments. It describes how assessments have evolved from ancient theories like the four humors to modern tools like the Myers-Briggs Type Indicator. The document also outlines the U.S. Department of Labor's guidelines for appropriate use of assessments in hiring decisions, including their recommendation that assessments account for no more than one-third of decisions. Further, it discusses the importance of ensuring assessments are reliable, valid, and job-relevant.
This document discusses psychometric tests, which are standardized tests used to measure traits like intelligence, memory, and personality. It outlines different types of psychometric tests including ability, aptitude, and personality tests. The document then describes the methods used in the project, including surveys of jobseekers, employees, and companies. It summarizes the results of these surveys, finding mixed usefulness of psychometric tests. While some employers found them useful, others and job holders viewed them more neutrally or critically. The document concludes that psychometric testing is a growing industry but not perfectly accurate, and more development is still needed.
Three wonderful researchers gathered together a century of work on which hiring practices are related to performance in the job. Problem is, they wrote a 75 page paper about it, and that's a barrier. I've summarized their paper into less than 30 slides so you can make the case for science-based hiring in your company.
This document provides an overview of the Shadowmatch solution. The research behind Shadowmatch found that an individual's success depends on the contextual match between their habits and the environment/tasks. Shadowmatch maps the habits of top performers in specific roles/contexts to create benchmarks. It then assesses individuals and provides matching results and personalized development programs. The system addresses the entire employee lifecycle from recruitment to exit planning. Benefits include improved selection, development, productivity and return on employment. A demonstration shows how Shadowmatch can be used for tasks like recruitment, redeployment and team building. The differentiator of Shadowmatch is its automated, self-managed and cost-effective approach to objectively assessing individuals while addressing the full employee lifecycle through
Recruitment Selection Process Methods And StepsBalakrisna
The document discusses recruitment, selection processes, and the use of psychological testing in organizations. It provides details on the key steps in recruitment including identifying job requirements, attracting candidates, screening applications, interviews and assessments. The selection process involves preliminary interviews, tests, employment interviews, reference checks and making a final job offer. Psychological tests are used to objectively and validly measure candidate abilities and personality traits relevant to job performance. The role of recruitment consultants is also outlined along with common challenges they may face.
The document discusses recruitment, selection processes, methods, and psychological testing used in hiring. It defines recruitment as activities that provide applicants for open positions. Selection involves evaluating applicants' qualifications and characteristics for suitability. Common steps include interviews, tests, reference checks, and making a job offer. Psychological testing aims to objectively and validly assess personalities and competencies relevant to jobs. The document also discusses advertisements used in recruitment and the roles of recruitment consultants.
The document discusses recruitment, selection processes, methods, and psychological testing used in hiring. It defines recruitment as activities that provide applicants for open positions. Selection involves evaluating applicants' qualifications and characteristics for suitability. Common steps include interviews, tests, reference checks, and making a job offer. Psychological testing aims to objectively and validly assess personalities and competencies relevant to jobs. The document also discusses types of tests, their history and appropriate uses in the hiring process.
Recruitment, Selection Process Methods And Steps,rajeevgupta
The document discusses recruitment, selection processes, and psychological testing used in hiring. It covers the key steps in recruitment including identifying job requirements, attracting candidates, screening applications, interviews and assessments. Selection methods like testing, interviews and background checks are explained. The uses, types, advantages and disadvantages of psychological testing in selection are also summarized.
“Hiring decisions have long-term consequences for an organization’s productivity and performance. Therefore, quality—not speed—should be the primary measure of the success of hiring decisions and the underlying hiring process.”
The document provides an overview of the Shadowmatch behavioral assessment system. It describes Shadowmatch as an online system that measures individuals' habits, behaviors, attitudes, efficiency and conceptual abilities through task-based assessments. The system was developed over 20 years through research involving 16,000 participants. It creates unique benchmarks based on top performers for specific jobs/roles and provides matching reports, interview guides and development programs. The overview highlights how Shadowmatch addresses the entire employee lifecycle from recruitment to exit planning and aims to improve organizational performance through precision behavioral development.
The document provides an overview of psychometric tests, which are standardized tests used to assess individuals' cognitive abilities and personality traits. It discusses that psychometric tests are commonly used in recruitment and selection by large companies to objectively assess job applicants. The document outlines several popular models of psychometric tests, including the Five Factor Model, MBTI, 16PF, and Johari Window. It also describes different types of psychometric tests that measure aptitude, abilities, interests, and personality to aid in selection, development, and team building. While psychometric tests provide benefits, there are also potential issues like lack of job relevance and possibility of faking responses.
This document provides guidance on using psychometric assessments within organizations. It discusses what psychometric assessments are, how they work, and how they can be used for recruitment, personal development, team development, and restructuring. It then provides more detailed explanations and examples of personality questionnaires, motivation questionnaires, ability tests, and situational judgement tests. The document emphasizes applying assessments fairly and objectively to arrive at informed decisions about selection and development.
Psychometric tests are formal assessments designed by psychologists to measure psychological qualities like reasoning ability and personality. They are carefully researched and administered standardized to ensure fairness. Companies use psychometric testing for graduate recruitment and filtering candidates to predict future job performance objectively with less bias. Examples of tests include abilities/aptitude tests, personality questionnaires, and vocational exploration assessments to help candidates understand their interests, strengths, and suitable careers.
Psychometric assessments are commonly used in recruitment to provide more information than interviews in less time. They have been designed by experts using statistical techniques aligned with personality research. Assessments should be used along with other selection methods tailored for each role. While candidates may have qualifications, assessments evaluate if they have the right aptitudes and personality for the job to ensure suitability and prevent costly hiring mistakes. Assessments measure abilities through aptitude tests and personality styles through behavioral analyses to help make informed hiring decisions and build effective teams. Companies can contact experts to discuss which tools best meet their staffing needs.
Psychometric assessments are commonly used in recruitment to provide more information than interviews in less time. They have been designed by experts using statistical techniques aligned with personality research. Assessments should be used along with other selection methods tailored for each role. While candidates may have qualifications, assessments evaluate if they have the right aptitudes and personality for the job to ensure suitability and prevent costly hiring mistakes. Assessments measure abilities through aptitude tests and personality styles through behavioral analyses to help make informed hiring decisions and build effective teams. Companies can contact experts to discuss which tools best meet their needs.
Recruitment, Selection, Process, Methods And StepsMohsin Azad
The document discusses various aspects of the recruitment and selection process, including:
1) It describes the key steps in recruitment such as developing job descriptions, advertising openings, screening applicants, interviewing candidates, and making a job offer.
2) It also discusses the selection process, including using tests and interviews to evaluate a candidate's qualifications and determining their suitability for the role.
3) The roles of recruitment consultants, types of advertisements, and challenges in recruitment are also covered. The document provides an overview of best practices and considerations in recruiting and selecting new employees.
Useful presentation from Sue Kellaway which focuses on Line Manager recruitment refresher training. It can be delivered in four hours which is great for time pressed Managers!
Recruitment selection process,methods and stepsMayur Khatri
The document discusses recruitment and selection processes. It defines recruitment as organizational activities that provide a pool of applicants to fill job openings. Selection is the process of discovering job applicants' qualifications and suitability for positions.
The document outlines factors that influence recruitment, sources for finding applicants, the selection process, and uses of psychological testing in candidate evaluation. It also discusses challenges in recruitment and selection, differences between the two processes, and provides a case study on practices at Wipro Technologies.
Requirements Elicitation is a technical and analytical process, but it is also a highly social and potentially emotive activity. All but the smallest software developments can have a wider organisational impact and the potential to change people’s working lives in positive and negative ways. Users’ reactions to such changes are shaped by their own personal values, motivations and emotions. Exploring and understanding such information can help requirements analysts in:
■Developing a deep understanding of users’ long term goals, working practices, preferences and problems
■Making design decisions
■Building a rapport with users
■Anticipating user wants and needs
Sarah Thew has been exploring these ideas during her PhD, carrying out a series of interviews with novice and experienced analysts investigating if and how they consider users’ values, motivations and emotions. These interviews contributed to the development of a method to support analysts in considering and exploring values, motivations and emotions during the requirements elicitation process, which she is currently evaluating.
Have you ever been confused by the myriad of choices offered by AWS for hosting a website or an API?
Lambda, Elastic Beanstalk, Lightsail, Amplify, S3 (and more!) can each host websites + APIs. But which one should we choose?
Which one is cheapest? Which one is fastest? Which one will scale to meet our needs?
Join me in this session as we dive into each AWS hosting service to determine which one is best for your scenario and explain why!
HCL Notes and Domino License Cost Reduction in the World of DLAUpanagenda
Webinar Recording: https://www.panagenda.com/webinars/hcl-notes-and-domino-license-cost-reduction-in-the-world-of-dlau/
The introduction of DLAU and the CCB & CCX licensing model caused quite a stir in the HCL community. As a Notes and Domino customer, you may have faced challenges with unexpected user counts and license costs. You probably have questions on how this new licensing approach works and how to benefit from it. Most importantly, you likely have budget constraints and want to save money where possible. Don’t worry, we can help with all of this!
We’ll show you how to fix common misconfigurations that cause higher-than-expected user counts, and how to identify accounts which you can deactivate to save money. There are also frequent patterns that can cause unnecessary cost, like using a person document instead of a mail-in for shared mailboxes. We’ll provide examples and solutions for those as well. And naturally we’ll explain the new licensing model.
Join HCL Ambassador Marc Thomas in this webinar with a special guest appearance from Franz Walder. It will give you the tools and know-how to stay on top of what is going on with Domino licensing. You will be able lower your cost through an optimized configuration and keep it low going forward.
These topics will be covered
- Reducing license cost by finding and fixing misconfigurations and superfluous accounts
- How do CCB and CCX licenses really work?
- Understanding the DLAU tool and how to best utilize it
- Tips for common problem areas, like team mailboxes, functional/test users, etc
- Practical examples and best practices to implement right away
Driving Business Innovation: Latest Generative AI Advancements & Success StorySafe Software
Are you ready to revolutionize how you handle data? Join us for a webinar where we’ll bring you up to speed with the latest advancements in Generative AI technology and discover how leveraging FME with tools from giants like Google Gemini, Amazon, and Microsoft OpenAI can supercharge your workflow efficiency.
During the hour, we’ll take you through:
Guest Speaker Segment with Hannah Barrington: Dive into the world of dynamic real estate marketing with Hannah, the Marketing Manager at Workspace Group. Hear firsthand how their team generates engaging descriptions for thousands of office units by integrating diverse data sources—from PDF floorplans to web pages—using FME transformers, like OpenAIVisionConnector and AnthropicVisionConnector. This use case will show you how GenAI can streamline content creation for marketing across the board.
Ollama Use Case: Learn how Scenario Specialist Dmitri Bagh has utilized Ollama within FME to input data, create custom models, and enhance security protocols. This segment will include demos to illustrate the full capabilities of FME in AI-driven processes.
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We’ll wrap up with a live Q&A session where you can engage with our experts on your specific use cases, and learn more about optimizing your data workflows with AI.
This webinar is ideal for professionals seeking to harness the power of AI within their data management systems while ensuring high levels of customization and security. Whether you're a novice or an expert, gain actionable insights and strategies to elevate your data processes. Join us to see how FME and AI can revolutionize how you work with data!
TrustArc Webinar - 2024 Global Privacy SurveyTrustArc
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See how organizational priorities and strategic approaches to data security and privacy are evolving around the globe.
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Monitoring and Managing Anomaly Detection on OpenShift.pdfTosin Akinosho
Monitoring and Managing Anomaly Detection on OpenShift
Overview
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- Understand the fundamentals of anomaly detection and its importance in identifying unusual behavior or failures in systems.
2. Understanding Edge (IoT)
- Learn about edge computing and IoT, and how they enable real-time data processing and decision-making at the source.
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- Explore Apache Kafka for real-time data streaming and Amazon S3 for scalable storage solutions.
6. Viewing Kafka Messages in the Data Lake
- Learn how to view and analyze Kafka messages stored in a data lake for better insights.
7. What is Prometheus?
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8. Monitoring Application Metrics with Prometheus
- Detailed instructions on setting up Prometheus to monitor the performance and health of your anomaly detection system.
9. What is Camel K?
- Introduction to Camel K, a lightweight integration framework built on Apache Camel, designed for Kubernetes.
10. Configuring Camel K Integrations for Data Pipelines
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11. What is a Jupyter Notebook?
- Overview of Jupyter Notebooks, an open-source web application for creating and sharing documents with live code, equations, visualizations, and narrative text.
12. Jupyter Notebooks with Code Examples
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HCL Notes und Domino Lizenzkostenreduzierung in der Welt von DLAUpanagenda
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Nehmen Sie an diesem Webinar teil, bei dem HCL-Ambassador Marc Thomas und Gastredner Franz Walder Ihnen diese neue Welt näherbringen. Es vermittelt Ihnen die Tools und das Know-how, um den Überblick zu bewahren. Sie werden in der Lage sein, Ihre Kosten durch eine optimierte Domino-Konfiguration zu reduzieren und auch in Zukunft gering zu halten.
Diese Themen werden behandelt
- Reduzierung der Lizenzkosten durch Auffinden und Beheben von Fehlkonfigurationen und überflüssigen Konten
- Wie funktionieren CCB- und CCX-Lizenzen wirklich?
- Verstehen des DLAU-Tools und wie man es am besten nutzt
- Tipps für häufige Problembereiche, wie z. B. Team-Postfächer, Funktions-/Testbenutzer usw.
- Praxisbeispiele und Best Practices zum sofortigen Umsetzen
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In 2024, we are witnessing an explosion of new DeFi projects and protocols, each pushing the boundaries of what’s possible in finance.
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Inconsistent user experience and siloed data, high costs, and changing customer expectations – Citizens Bank was experiencing these challenges while it was attempting to deliver a superior digital banking experience for its clients. Its core banking applications run on the mainframe and Citizens was using legacy utilities to get the critical mainframe data to feed customer-facing channels, like call centers, web, and mobile. Ultimately, this led to higher operating costs (MIPS), delayed response times, and longer time to market.
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Digital Banking in the Cloud: How Citizens Bank Unlocked Their Mainframe
Psychometrics Slides
1. Psychometrics 101
Emma Rush
Session for the Legal Education and Training
Group
Emma Rush Consulting February 2011
2. Agenda
Gain a better understanding of the ‘added value’ a
psychometric can bring within a legal environment
Get a clear overview of the six main instruments on
the market and when they can be used
Understand the resource issues of psychometrics:
the cost, the time required, the trained personnel
needed
Develop your own case, if required, for introducing
psychometrics to all or any of the ‘people processes’
Emma Rush Consulting
3. Starting with me
As a consultant:
Hogan™, MBTI Step II® and OPQ32r™ for coaching and
career consulting
Previous law firm:
16PF® for Assessment for Development Centre
MBTI Steps I & II ® for team workshops
FIRO ® for Leadership programme
FSI:
16PF ® mapped on to a competency framework for partner
recruitment and partnership track
FIRO® for Assertiveness
Destiny for secretarial recruitment
Emma Rush Consulting
4. Brief history of psychometrics
Began in late C19th with “intelligence” testing
Francis Galton, UK: Anthropometrics – taking a
mathematical approach to the measure of individual
differences – eugenics
Charles Spearman, USA 1910 – contributed ‘g’ or
the measurement of general intelligence factor
And “factor analysis” – the means by which
psychometric tests are found to be valid
Emma Rush Consulting
5. Brief history of psychometrics
1917 Stanford-Binet test: first standardised
test of intelligence
1949: First publication of the 16PF by
Raymond Cattell (Spearman’s student)
1962: MBTI first published – type-based
instrument; four preference scales
Emma Rush Consulting
6. Brief history of psychometrics
1963 First appearance of the “Big Five” of
personality factors
1970: Cronbach (Cronbach’s Alpha):
emphasises the importance of validity – being
able to predict accurately what a person will
do
Emma Rush Consulting
7. Brief history of psychometrics
1984: OPQ32 introduced, published by SHL
R&D by Peter Saville and Roger Holdsworth
1986: Hogan’s Personality Inventory first
published
2004 Saville and Holdsworth ousted from
SHL’s board
2008 Saville’s Personality Questionnaire /
Wave introduced
Emma Rush Consulting
8. Key concepts
Reliability: The degree to which an
instrument measures the same way each time it
is used under the same conditions with the
same subjects – its “consistency”
Validity: The extent to which you actually
are measuring what you are professing to
measure
Type vs. Trait: Type gives you a preference,
trait measures how you compare to a wider
population
Emma Rush Consulting
9. Where to use psychometrics
Used in thousands of organisations at all
stages of the employee “life cycle”
We’re looking at three: Selection;
Development ; Promotion
Emma Rush Consulting
13. Why select (or train) with
psychometrics?
To make the business case you first need
to know:
What it currently costs (directly and indirectly) to
recruit, train and retain someone so you can
measure/prove an improvement
Exactly what you are looking for – job criteria,
competency framework
What outcomes you require from training
interventions
Emma Rush Consulting
14. In addition testing…
Allows for better and clearer discrimination between
candidates – “beyond the good egg factor”
Supports your diversity initiatives: more transparent,
fairer and no adverse impact
Allows a better fit with your job criteria or
competency framework
Administrative convenience (depending on your
resources)
Costs and development time are reasonable
Emma Rush Consulting
15. What do you test?
Five key areas to measure How do they get measured?
Knowledge Areas on which traditional or
unstructured approaches
Experience concentrate – psychometrics can
still assess and assist
Behaviours Areas where online tests and
structured approaches can assess
Personality these areas and increase validity
Capability of recruitment
In descending order of ease to
Motivation change – motivation hardest
Emma Rush Consulting
16. Intellectual Ability
Job-based or reasoning tests – used
frequently at trainee level, but not at higher
and more expensive level
Standard intellectual ability tests:
Verbal reasoning
Numerical reasoning
Thinking style
Emma Rush Consulting
18. A word of warning to begin!
“..it seems that users of some
questionnaires become attached to the
tests that “look right” or appear to be
appropriate, which is known as faith
validity..” (Saville, 1975)
For every argument there is a counter-
argument
Emma Rush Consulting
19. The Big , in in test terms
OPQ32r®
The 16PF5 ®
NEO PI-R™
Hogan Personality Inventory and
Development Survey™
Saville Wave Professional Styles®
Emma Rush Consulting
20. How valid are they?
Figures taken from Saville’s report How valid is your
questionnaire?
High
validity
Moderate
validity
Chance
Emma Rush Consulting
21. A time comparison
Instrument No of Questions Typical Completion time
OPQ32i 416 60 minutes
NEO-PI-R 240 40 minutes
Wave Professional 216 40 minutes
Styles
Hogan 206 30 minutes
16PF5 185 30 minutes
Saville’s Personality 72 13 minutes
Questionnaire
Emma Rush Consulting
22. Tests to avoid
Ipsative Tests
Tests without appropriate norms
Tests with low reliability estimates
Old tests that have not been re-evaluated in
the last 10 years.
Glossy, packaged tests with no psychometric
details
Emma Rush Consulting
23. And not to be used for selection
DISC: “The test suffers from questionable
reliability and unknown validity”
MBTI: a “type” based instrument so
without norm group validity
Emma Rush Consulting
24. Costs
Using psychometrics may have a long
term benefit but also has a short term cost
Per instrument – from £12 to £298 per report
Time: an hour’s minimum feedback
Online – no additional cost to set up
Reputational risk
Emma Rush Consulting
25. Which tests to use?
OPQ32r™
Pros: an “Occupational” questionnaire so about the
“you at work”
“r” is the latest version, and has three rather than
four item choices
Published by SHL and designed by Professor Peter
Saville
Can be mapped onto a competency framework
Multiple report options
Relatively quick to complete
Emma Rush Consulting
26. OPQ32r™
Relationships with Feelings and
People Emotion
Influence Emotion
Sociability Dynamism
Empathy
Thinking Style
Analysis
Creativity and Change
Structure
Emma Rush Consulting
27. OPQ32r™
Cons:
32 factors – do they add anything extra? They take
longer to give feedback on
Overlap between factors e.g. relationships with people /
feelings and emotion
Now quite old (1984), doesn’t cover to same degree
motivations, values, influencing style, leadership
Is it an ideal fit with professional services – norm groups
used?
Hard to get an overview of scores in the reports, more
interpretative than detailed
Emma Rush Consulting
28. 16PF®
Pros: A combination of five global factors and
sixteen primary factors – gives some granularity but
not overwhelming
Used world-wide for recruitment and development
Can be mapped onto a competency framework
Factors relate to universal traits rather than forced
into three pronged model
Reports give practitioner option as well as
interpretative reports
Relatively quick to complete
Emma Rush Consulting
29. 16PF®
Cons: Meta-perceptions: candidates frequently
report “I do this differently in social situations”
Measures drive (obliquely) but not specifically
motivations
Reasoning questions can’t be relied on as
measure of intellectual ability, particularly for
lawyers
Is it an ideal fit for professional services – norm
groups used?
Emma Rush Consulting
30. Hogan Personality Inventory/Development
Survey/Motivations, Preferences and Values Inventory
(all™)
Pros: Uniquely covers both “bright” and
“dark” side of personality
Covers what drives individuals, what derails
them and what they value in an organisation
Particularly suited for senior recruits e.g..
lateral hires, as reports based on strengths
and competencies for leaders
Emma Rush Consulting
31. Hogan Personality Inventory/Development
Survey/Motivations, Preferences and Values Inventory
(all™)
Cons: quite American – language in reports,
language in questions
Three separate questionnaires to complete
Relevance to professional services?
Relevance to more junior roles in professional
services?
Supplied in UK by smaller distributors e.g.
Mentis; Psychological Consultancy
Emma Rush Consulting
32. NEO
The NEO PI-R was developed by Costa
and McCrae
Five domains measured: Neuroticism,
Extraversion, Openness to Experience,
Agreeableness and Conscientiousness.
Emma Rush Consulting
33. NEO
Each five domains is divided into six
facets: thirty areas of personality which
predict employees’ work behaviour
including leadership style, team style,
decision-making and stress management.
240-item questionnaire either online or by
paper and pencil
The current UK Edition was published in
2004.
Emma Rush Consulting
34. Saville Consulting’s Wave ®
Professional Styles edition
To quote Peter Saville: “Saville Consulting
Wave® Professional Styles measures motives,
talents, preferred culture and competency
potential in one dynamic online questionnaire”
A wealth of detail: 4 Clusters; 12 Sections; 36
Dimensions; 108 Facets
More reliable
Quick to complete
Normed for professionals
Emma Rush Consulting
36. Ongoing development: workshops
and coaching
Specific learning e.g. leadership,
assertiveness
Coaching
Team workshops
Emma Rush Consulting
37. Why train with psychometrics?
The sheer cost of training
Have to do something 200 times to be
completely proficient in a new skill -
accelerates the process of self-awareness
Assessing motivation means you can see in
advance:
How this person likes to work
What motivates this person to work
What types of goals this person likes
Emma Rush Consulting
38. What type of intervention?
How you like to learn e.g. Honey and
Mumford’s Learning Styles Questionnaire
What motivates you – how do we reinforce
learning e.g. Hogan MPVI
Why you need to learn e.g. FIRO-B with
leadership
How you operate in a team e.g. MBTI Step II
What the real issues are in coaching e.g.
Saville Consulting Wave® Professional Styles
Emma Rush Consulting
39. Team Interventions
Three instances you may instigate a team
workshops:
Forming a team
Dealing with team performance
Team building
Emma Rush Consulting
40. FIRO-B
A unique way of looking at how a team
operates
Three “scales”, no typology, scored from 1 to
9
Inclusion; Control; Affection (or Openness)
An “Expressed” score: what you show to
others
A “Wanted” score: what you want from
others but may not show
Emma Rush Consulting
41. Team Workshops
MBTI Steps I and II
Uniquely lends itself to group feedback with a
reported type followed by self-assessed type
and ending with best fit
Step II adds factors to the four dimensions
giving more granularity and better comparison
between team members
Can be a powerful aide to raising self-
awareness
Emma Rush Consulting
42. However…
Can feel over-simple even at Step II
MBTI Step I gives only four dimensions for
comparison – does this adequately explain how
a team interacts or personality works?
Slip between “reported type” and “best fit” can
be as much as 25% e.g.. only 75% of people
confirm their MBTI results
Lacks real scientific validity
Emma Rush Consulting
43. Belbin
Dr Meredith Belbin; dates from the 1970s
Belbin’s Nine Team Roles
Plant Co-ordinator
Monitor-Evaluator Resource-
Investigator
Implementer Completer-finisher
Team worker Shaper
Specialist
Emma Rush Consulting
45. A form of selection
The same instrument should be used for
promotion purposes as for selection for
reasons of:
Consistency
Fairness
Transparency
Proper metrics of progress (from selection to
now)
Emma Rush Consulting
46. How do you make the best
decision on promotion?
The more structured methods you use the
better validity you gain
Assessment centres alone are less valid than
when combined with e.g.
Structured interviews
Psychometrics
Emma Rush Consulting
50. Training
I recommend working out which test(s) you want
to use, and then qualifying with that test
publisher
For example OPP’s Level B course qualifying
you in both MBTI® and 16PF®
Or Saville Consulting qualifying you in Wave™
Emma Rush Consulting