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SUBMITTED TO: Mr. Mr. Praveen Saxena
SUBMITTED BY: Neetika Shrivastava Swapna V.S.
Overview of Psychometric Tests
Psychometric testing refers to the process of measuring a candidate's relevant strengths and weaknesses. This form of measurement is primarily employed to assess employment suitability, including company-candidate fit. AIM: The aim of psychometric tests is gain an accurate bearing of the candidate's cognitive abilities and personality or behavioral style.
Cognitive Tests / Aptitude Tests Personality Assessments . In order to increase the validity of the process it is important to asses the candidates using both.The process of testing candidates is a bimodal process.
from the simplest to the most complex. .Cognitive Abilities Psychometric Tests Cognitive abilities are the brain-based skills and mental processes that are needed to carry out any task . Every task can be broken down into the different cognitive skills that are needed to complete that task successfully.
Spatial Thinking. Auditory thinking. Etc««. . Digital Discriminative Movement.Some of the cognitive abilities are: Visual thinking. Logical thinking. Expressive Communication. Receptive Communication. Ocular Discriminative Movement. Logical thinking. Body & Sense Thinking. Representational Thinking.
As such these tests measure a candidates ability to promptly and accurately learn complex information to aid in problem solving processes.Abstract/Conceptual Reasoning Assessments Abstract/conceptual reasoning assessments are psychometric tests which focus primarily on a candidates level of fluid intelligence. Abstract reasoning tests are culture-fair as questions are presented in diagrammatical form which reduces its emphasis on verbal ability. .
. These tests pay particular attention to candidates effective use of written ideas and information to construct accurate conclusions.Verbal reasoning aptitude tests Verbal reasoning aptitude tests focus on the candidates ability to effectively pay attention to and communicate business related concepts in a verbal form.
. Central themes emphasized is the analysis of numerical data through the interpretation of graphs and basic calculations.Numerical reasoning aptitude tests Numerical reasoning aptitude tests establish a candidates ability to perform accurate arithmetic to understand and present conclusions regarding numerical data.
Mechanical reasoning tests Mechanical reasoning tests identify a candidates ability to perceive and understand the kinetic role of visual objects. These motion and effect tasks are indicative of the techniques used in everyday performance of realistic problem solving tasks. This test takes a diagrammatical form and requires candidates to understand the subsequent effects of the configuration of certain elements .
spatial reasoning tests assess whether candidates are able to mentally flip. rotate and/or fit together objects. For example. construct and deconstruct visual objects within differing contexts.Spatial reasoning tests Spatial reasoning tests focus on a candidates ability to perceive. .
They can be called 'acuity tests'. but whatever the label they all basically do the same thing.Accuracy test Tests that measure accuracy have various names. They are multiple-choice tests which measure your ability to: deal with information follow instructions precisely work at high speed check material for errors maintain a high level of accuracy and concentration. or 'clerical tests'. .
human resources. . self and others emotional disclosure) in roles such as customer service.g.Emotional Intelligence reasoning tests Emotional Intelligence reasoning tests target a candidates ability to handle emotional components (e. sales roles and team work.
In criterion-referenced tests. This is done by comparing the educational level. This type of assessment is generally associated with achievement testing and certification. language cultural background and other demographic characteristics of the individuals making up the test group and the norm group to ensure their similarity. occupation.How Your Aptitude Test Results are Interpreted There are two distinct methods that employers use to interpret your scores. your scores are compared with an appropriate norm group. your test score is not compared to that of other candidates but relates solely to your degree of competence in the specific area assessed. In norm-referenced test interpretation. .
Tendency to be speculative and imaginative. 5 personality traits: Extraversion .Tendency to worry.How ³structured´ one is. Openness to Experience .Personality/Behavioral Style Psychometric Tests PERSONALITY ³The particular pattern of behavior and thinking that prevails across time and contexts.How ³energetic´ one is. . and differentiates one person from another. Agreeableness . This is opposed to the present temperament of that person which is not necessarily a stable characteristic. Neuroticism . Conscientiousness .´ Personality Trait A personality trait is assumed to be some enduring characteristic that is relatively constant.One¶s level of orientation towards other people.
The behavioral basis of personality tests are primarily due to indirect and complex nature of personality. It is also important to note that personality tests do not consist of questions which have correct answers assigned to them. Rather. .Personality tests are assessments which require the least preparation on the candidate's part. personality psychometric tests tend to measure an individual's relatively stable behavioral tendencies and preferences within an occupational context.
µCompetency' questionnaires True personality tests . They're also very useful for recruiters.The results of the personality questionnaire could determine your overall suitability to work for a particular organization. There are two main types of personality questionnaire. because it gives them something to talk about when they interview you. or place you in an appropriate department or team once the decision has already been made to employ you.
planning. flexibility. Entrepreneurial qualities (commercial awareness. attention to detail and persuasiveness). problem solving. creativity. Personal qualities (an ability to work well with other people. resilience and motivation). Professional qualities (specialist knowledge.Competency questionnaires Competency questionnaires tend to be pretty short. organization. analytical ability. understanding of the need to plan for the longer term). and they focus on behavioral actions. . which are things like: Managerial qualities (leadership. oral and written communication).
each organization using them chooses a small number of qualities which they feel are essential to the particular job. since nobody in the world has all the qualities listed above .The way competency questionnaires are scored is that generally. and use these to put together their own unique scoring key. Very sensible actually.
conscientious or rule-following you are). innovative. democratic. confident or outspoken you are). optimistic. worrying. or when you attend an assessment centre. modest. independently minded. detail conscious. achieving or decisive you are). forward thinking. Your feelings and emotions (how relaxed. conceptual. They are scored by measuring the test result against 32 different dimensions of personality. outgoing. controlling. These include: Relationships with people (how persuasive. evaluative. competitive. Your thinking style (how rational. emotionally controlled. trusting. caring. toughminded. . conventional. vigorous.True personality tests Personality questionnaires are generally used when you go along to be interviewed.
as you are probably thinking. . which. However. How can personality tests be valid when candidates rate their own behaviors? Recruiting organizations are fully aware that personality questionnaires reveal only your perception of yourself. isn't necessarily the same thing as the way other people see you. the tests are very sophisticated. and in most cases (as I have found out myself recently) frighteningly accurate.
HOW TO PREPARE Although you can never be 100% about what tests you may be given. Ability/cognitive tests usually have a time limit and are often too difficult for most people to finish. . it is highly likely that you will be given a combination of ability tests complimented by at least one or two personality tests. In terms of ability tests the best technique is to practice answering questions before starting the assessment process. Before each test you will commonly be given a series of examples. Taking sample tests is a great way of gaining experience about what may be expected on the day. Take these slowly and learn from your mistakes.
we suggest that your first response is your best response. With that said. Personality tests are much harder to prepare for as they commonly assess relatively stable behavioral tendencies. The best technique is to be completely honest. . Don't over deliberate about any one particular question.
. A little bit of adrenalin is OK but don't become overstressed. Remember it is only one section of the entire assessment process and a decision is never made on solely one assessment criteria. It's not the end of the world if you're finding a test difficult. Lastly. preparing for psychometric testing is a combination of a good nights sleep and eating well. If you feel overwhelmed. maintain a positive attitude throughout the process. breath slowly and most importantly.
BEST OF LUCK FOR YOUR PSYCHOMETRIC TESTS AT THE TIME OF PLACEMENTS. THANK YOU!!!!!!!!!!!!! .
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