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
3From India, Bangalore
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
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
Hi Ashra, Can you suggest some sites which provide psychometric tests online ? Regards Sree
From United States
From United States
Hi,
Psychological Tests are sensitive and specific to the purpose of assessment. There are norms, reliablilty 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, reliabilty and validity, scope of application and back ground information.
2. Tester- The level of understanding reqd to use the test. Today many are using these tests because they are armed with "Ctrl C & 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. Same applies to the psychological tests.
By having an access to the stethoscope, one cannot become a doctor, right! So use the right resource for the purpose.
If some one is unhappy about the results of psychological tests, please check with them. Most of the time the users might not had the right expertse.
This is for all those who intend to use psychological tests in HR!!!
Best Wishes,
Dr.R.Karthikeyan
From India, Bangalore
Psychological Tests are sensitive and specific to the purpose of assessment. There are norms, reliablilty 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, reliabilty and validity, scope of application and back ground information.
2. Tester- The level of understanding reqd to use the test. Today many are using these tests because they are armed with "Ctrl C & 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. Same applies to the psychological tests.
By having an access to the stethoscope, one cannot become a doctor, right! So use the right resource for the purpose.
If some one is unhappy about the results of psychological tests, please check with them. Most of the time the users might not had the right expertse.
This is for all those who intend to use psychological tests in HR!!!
Best Wishes,
Dr.R.Karthikeyan
From India, Bangalore
Please pardon me for what I have to say, since these are my views which are 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 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 company's management where such cases have happenned has been that: "If the result of the test brought out that the candidate is suitable for employment, why did he leave the organisation or why some others were thrown out?" No convincing answer.
Any way it is left to each organisations discretion to decide if such tests are needed?
Wish all such people good luck.
Col Rajaram
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 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 company's management where such cases have happenned has been that: "If the result of the test brought out that the candidate is suitable for employment, why did he leave the organisation or why some others were thrown out?" No convincing answer.
Any way it is left to each organisations discretion to decide if such tests are needed?
Wish all such people good luck.
Col Rajaram
Respected Sir,
I had read your comments regarding the utility of Psychometric test in organization. Actually the impact of a test is mainly determined by the way people use it. Recently, professionals are selecting psychological test only on the basis of their names, but the focus should be on the objective of that test. If right test is selected, result would be appropriate and will commensurate with the person's future in the company. Some test are used for the culture or group of people on which these tests have not been standardized. Further. using psychometric test is an art which requires relevant knowledge and skills regarding that test.
thank you
From India, Hyderabad
I had read your comments regarding the utility of Psychometric test in organization. Actually the impact of a test is mainly determined by the way people use it. Recently, professionals are selecting psychological test only on the basis of their names, but the focus should be on the objective of that test. If right test is selected, result would be appropriate and will commensurate with the person's future in the company. Some test are used for the culture or group of people on which these tests have not been standardized. Further. using psychometric test is an art which requires relevant knowledge and skills regarding that test.
thank you
From India, Hyderabad
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