Hello HR Pple, Iam into Talent Acquisition! Suggest samples of Psychometric Tests? where can i get full formats of 16 PF,MBTI etc? Please Help Thanks Guru
From India, Coimbatore
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From India, Coimbatore
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Hi,
I came across this website, and I think it would be helpful for you to study about your trait type. However, you may only receive the questions and not the calculations that are being made at the backend to provide you with the results.
URL: [http://www.humanmetrics.com/cgi-win/JTypes2.asp](http://www.humanmetrics.com/cgi-win/JTypes2.asp)
With regards,
09894805856
From India, Madras
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10I came across this website, and I think it would be helpful for you to study about your trait type. However, you may only receive the questions and not the calculations that are being made at the backend to provide you with the results.
URL: [http://www.humanmetrics.com/cgi-win/JTypes2.asp](http://www.humanmetrics.com/cgi-win/JTypes2.asp)
With regards,
09894805856
From India, Madras
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The MBTI should not be used for selecting employees, according to the publisher. You should consider a whole person or total person assessment. A qualified job applicant to be hired can have the right behaviors but still not be the right person to hire. We need to know more.
From United States, Chelsea
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From United States, Chelsea
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Psychometric tests have been used since the early part of the 20th century and were originally developed for use in educational psychology. These days, outside of education, you are most likely to encounter psychometric testing as part of the recruitment or selection process. Tests of this sort are devised by occupational psychologists and their aim is to provide employers with a reliable method of selecting the most suitable job applicants or candidates for promotion.
Psychometric tests aim to measure attributes like intelligence, aptitude and personality. They provide a potential employer with an insight into how well you work with other people, how well you handle stress, and whether you will be able to cope with the intellectual demands of the job.
Most of the established psychometric tests used in recruitment and selection make no attempt to analyze your emotional or psychological stability and should not be confused with tests used in clinical psychology. However, in recent years there has been rapid growth (particularly in the US) of tests that claim to measure your integrity or honesty and your predisposition to anger. These tests have attracted a lot of controversy, because of questions about their validity, but their popularity with employers has continued to increase.
Psychometric testing is now used by over 80% of the Fortune 500 companies in the USA and by over 75% of the Times Top 100 companies in the UK. Information technology companies, financial institutions, management consultancies, local authorities, the civil service, police forces, fire services and the armed forces all make extensive use of use psychometric testing.
As an indicator of your personality, preferences and abilities, psychometric tests can help prospective employers to find the best match of individual to occupation and working environment. As a recruitment and selection tool, these 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. They can also provide management with guidance on career progression for existing employees.
Because of their importance in making personnel decisions it is vital that the tests themselves are known to produce accurate results based on standardized methods and statistical principles.
A psychometric test must be:
Objective: The score must not affected by the testers’ beliefs or values
Standardized: It must be administered under controlled conditions
Reliable: It must minimize and quantify any intrinsic errors
Predictive: It must make an accurate prediction of performance
Non Discriminatory: It must not disadvantage any group on the basis of gender, culture, ethnicity, etc.
You can try this URL:
http://peoplemaps.com/index.php?aff_...e=questionnary
http://www.shambles.net/pages/learning/Psychol/psytest/
Bye
Prachi
From India, Mumbai
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Psychometric tests aim to measure attributes like intelligence, aptitude and personality. They provide a potential employer with an insight into how well you work with other people, how well you handle stress, and whether you will be able to cope with the intellectual demands of the job.
Most of the established psychometric tests used in recruitment and selection make no attempt to analyze your emotional or psychological stability and should not be confused with tests used in clinical psychology. However, in recent years there has been rapid growth (particularly in the US) of tests that claim to measure your integrity or honesty and your predisposition to anger. These tests have attracted a lot of controversy, because of questions about their validity, but their popularity with employers has continued to increase.
Psychometric testing is now used by over 80% of the Fortune 500 companies in the USA and by over 75% of the Times Top 100 companies in the UK. Information technology companies, financial institutions, management consultancies, local authorities, the civil service, police forces, fire services and the armed forces all make extensive use of use psychometric testing.
As an indicator of your personality, preferences and abilities, psychometric tests can help prospective employers to find the best match of individual to occupation and working environment. As a recruitment and selection tool, these 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. They can also provide management with guidance on career progression for existing employees.
Because of their importance in making personnel decisions it is vital that the tests themselves are known to produce accurate results based on standardized methods and statistical principles.
A psychometric test must be:
Objective: The score must not affected by the testers’ beliefs or values
Standardized: It must be administered under controlled conditions
Reliable: It must minimize and quantify any intrinsic errors
Predictive: It must make an accurate prediction of performance
Non Discriminatory: It must not disadvantage any group on the basis of gender, culture, ethnicity, etc.
You can try this URL:
http://peoplemaps.com/index.php?aff_...e=questionnary
http://www.shambles.net/pages/learning/Psychol/psytest/
Bye
Prachi
From India, Mumbai
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