Hi there, I have been thinking about the scope of psychometric tests in the selection process and also in IJP and PMS. If anyone can be of any help on the same, please revert back. Regards, Avi
From India, Bangalore
Acknowledge(0)
Amend(0)
3From India, Bangalore
Acknowledge(0)Amend(0)
Hi,
Psychometric tests are proven to be very effective but it should not be the only thing you use to select a candidate. Also Psychometric tests can only be used when you are putting together a “group” of employees. These tests help you analyze the personality of the candidate and what kind of role he or she is capable of playing in a team. Identifying a role type is very important since putting together a group is like putting together a puzzle. You need particular types of roles (planners, implementers, thinkers, negotiators etc) to make an almost perfect team. Psychometric tests are proven to be almost perfect in identifying every individual’s role type and it is a very effective tool in a selection process.
Online Psychometric tests are available and these days organizations prefer tailor made tests to suit their organizational objectives. Once again I would like to add that Psychometric tests should only be one part of the selection process.
Cheers,
Ashra
From Sri Lanka
Acknowledge(0)Amend(0)
Psychometric tests are proven to be very effective but it should not be the only thing you use to select a candidate. Also Psychometric tests can only be used when you are putting together a “group” of employees. These tests help you analyze the personality of the candidate and what kind of role he or she is capable of playing in a team. Identifying a role type is very important since putting together a group is like putting together a puzzle. You need particular types of roles (planners, implementers, thinkers, negotiators etc) to make an almost perfect team. Psychometric tests are proven to be almost perfect in identifying every individual’s role type and it is a very effective tool in a selection process.
Online Psychometric tests are available and these days organizations prefer tailor made tests to suit their organizational objectives. Once again I would like to add that Psychometric tests should only be one part of the selection process.
Cheers,
Ashra
From Sri Lanka
Acknowledge(0)Amend(0)
Hi Ashra, Can you suggest some sites which provide psychometric tests online ? Regards Sree
From United States
Acknowledge(0)Amend(0)
From United States
Acknowledge(0)Amend(0)
Hi,
Psychological tests are sensitive and specific to the purpose of assessment. There are norms, reliability, and validity for every good test. There are many tests available in the market, but I am not sure whether they are psychological!
If you are looking for a test, look for the following:
1. Test Construction details, norms, reliability and validity, scope of application, and background information.
2. Tester The level of understanding required to use the test. Today many are using these tests because they are armed with "Ctrl C" and "Ctrl V" technology! The acumen of the user and the professional expertise is very important.
I am sure Over The Counter drugs are good enough for minor pains (not really, of course), but not for major diseases. The same applies to psychological tests.
By having access to the stethoscope, one cannot become a doctor, right! So use the right resource for the purpose.
If someone is unhappy about the results of psychological tests, please check with them. Most of the time, the users might not have the right expertise.
This is for all those who intend to use psychological tests in HR!
Best Wishes,
Dr. R. Karthikeyan
From India, Bangalore
Acknowledge(0)Amend(0)
Psychological tests are sensitive and specific to the purpose of assessment. There are norms, reliability, and validity for every good test. There are many tests available in the market, but I am not sure whether they are psychological!
If you are looking for a test, look for the following:
1. Test Construction details, norms, reliability and validity, scope of application, and background information.
2. Tester The level of understanding required to use the test. Today many are using these tests because they are armed with "Ctrl C" and "Ctrl V" technology! The acumen of the user and the professional expertise is very important.
I am sure Over The Counter drugs are good enough for minor pains (not really, of course), but not for major diseases. The same applies to psychological tests.
By having access to the stethoscope, one cannot become a doctor, right! So use the right resource for the purpose.
If someone is unhappy about the results of psychological tests, please check with them. Most of the time, the users might not have the right expertise.
This is for all those who intend to use psychological tests in HR!
Best Wishes,
Dr. R. Karthikeyan
From India, Bangalore
Acknowledge(0)Amend(0)
Please pardon me for what I have to say, since these are my views based on some practical cases I have seen.
I feel that psychometric tests are a sheer waste of time. Of what use is an HR person or the boss if they do not know what they want from an employee and are not able to assess the employee during the personal interview?
I have seen that persons who have undergone psychometric tests and were declared suitable for employment have either left within 1 year or have been thrown out by the management for discipline or inefficiency. My questions at that time to the various companies' management where such cases have happened have been: "If the result of the test brought out that the candidate is suitable for employment, why did he leave the organization or why were some others thrown out?" No convincing answer.
Anyway, it is left to each organization's discretion to decide if such tests are needed.
Wishing all such people good luck. Col Rajaram
Acknowledge(0)Amend(0)
I feel that psychometric tests are a sheer waste of time. Of what use is an HR person or the boss if they do not know what they want from an employee and are not able to assess the employee during the personal interview?
I have seen that persons who have undergone psychometric tests and were declared suitable for employment have either left within 1 year or have been thrown out by the management for discipline or inefficiency. My questions at that time to the various companies' management where such cases have happened have been: "If the result of the test brought out that the candidate is suitable for employment, why did he leave the organization or why were some others thrown out?" No convincing answer.
Anyway, it is left to each organization's discretion to decide if such tests are needed.
Wishing all such people good luck. Col Rajaram
Acknowledge(0)Amend(0)
Respected Sir,
I have read your comments regarding the utility of psychometric tests in organizations. The impact of a test is mainly determined by the way people use it. Recently, professionals are selecting psychological tests based solely on their names, but the focus should be on the objective of the test. If the right test is selected, the results would be appropriate and commensurate with the person's future in the company. Some tests are used for cultures or groups of people on which these tests have not been standardized. Additionally, using psychometric tests is an art that requires relevant knowledge and skills regarding the specific test.
Thank you
From India, Hyderabad
Acknowledge(0)Amend(0)
I have read your comments regarding the utility of psychometric tests in organizations. The impact of a test is mainly determined by the way people use it. Recently, professionals are selecting psychological tests based solely on their names, but the focus should be on the objective of the test. If the right test is selected, the results would be appropriate and commensurate with the person's future in the company. Some tests are used for cultures or groups of people on which these tests have not been standardized. Additionally, using psychometric tests is an art that requires relevant knowledge and skills regarding the specific test.
Thank you
From India, Hyderabad
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
Innovative HR Practices-.doc
Psychometrics - Tests & HR.pdf