HI friends and Seniors, Can anybody pls send me 16 PF test and tell me how to administer it. Regards, Surbhi
From India, Mumbai
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13From India, Mumbai
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Hi Surbhi,
Can you please try this link as well: #
Regards,
Amit Seth.
From India, Ahmadabad
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Can you please try this link as well: #
Regards,
Amit Seth.
From India, Ahmadabad
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Dear Surbhi,
The 16pf is a Level B psychometric test that can only be administered and interpreted by a qualified psychologist. You can contact me at ybr.info@gmail.com for more details. I can definitely assist you with the same as we use the 16pf for recruitment, personality profiling, team building, and competency mapping purposes.
Warm regards,
Mukti
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The 16pf is a Level B psychometric test that can only be administered and interpreted by a qualified psychologist. You can contact me at ybr.info@gmail.com for more details. I can definitely assist you with the same as we use the 16pf for recruitment, personality profiling, team building, and competency mapping purposes.
Warm regards,
Mukti
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Dear Surbhi,
The first thing that you need to tell me is whether you are a qualified practitioner of psychometric testing.
IPAT's psychological testing materials are restricted to qualified purchasers. Certain testing materials require more stringent qualifications than others, with an emphasis on considering the level of skill and training required to use the material appropriately.
The 16PF Questionnaire (English version) is a Level 2 instrument. To purchase Level 2 materials, IPAT requires a Master's degree in psychology, counseling, or a related field, plus relevant graduate-level coursework in Tests and Measurement. The practitioner should also have one year of post-qualification training under a certified test trainer.
If you are eligible, you can purchase it from Mansyan or MaFoi. If you are not eligible, you can seek help from a professional psychometrician. If you need assistance for an academic project, feel free to contact me.
Wishing you the best of luck.
With Regards,
Arvind Singh
09213998535
From India, New Delhi
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The first thing that you need to tell me is whether you are a qualified practitioner of psychometric testing.
IPAT's psychological testing materials are restricted to qualified purchasers. Certain testing materials require more stringent qualifications than others, with an emphasis on considering the level of skill and training required to use the material appropriately.
The 16PF Questionnaire (English version) is a Level 2 instrument. To purchase Level 2 materials, IPAT requires a Master's degree in psychology, counseling, or a related field, plus relevant graduate-level coursework in Tests and Measurement. The practitioner should also have one year of post-qualification training under a certified test trainer.
If you are eligible, you can purchase it from Mansyan or MaFoi. If you are not eligible, you can seek help from a professional psychometrician. If you need assistance for an academic project, feel free to contact me.
Wishing you the best of luck.
With Regards,
Arvind Singh
09213998535
From India, New Delhi
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Hello Surbhi: >Can anybody pls send me 16 PF test and tell me how to administer it. < Is this for hiring, managing or counseling?
From United States, Chelsea
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From United States, Chelsea
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Hello,
The 16PF cannot be administered by you independently unless you have the license for using the tool. IPAT is the global license holder for the same. In India, Mafoi has a collaboration with them. They offer training in the tool and can provide you with the license to use it in your organization.
Nidhi
From India, Gurgaon
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The 16PF cannot be administered by you independently unless you have the license for using the tool. IPAT is the global license holder for the same. In India, Mafoi has a collaboration with them. They offer training in the tool and can provide you with the license to use it in your organization.
Nidhi
From India, Gurgaon
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HEy buddy plaese find the deatils abt 16 pf in the attached doc
From India, Delhi
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From India, Delhi
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Hello Surbhi,
This is for recruitment. Thanks.
Why not use an online whole-person assessment? A whole-person assessment is designed and validated for such use, and users do not need to be certified. The software does all the analysis. Whole-person assessments are more effective at identifying future successful employees.
From United States, Chelsea
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This is for recruitment. Thanks.
Why not use an online whole-person assessment? A whole-person assessment is designed and validated for such use, and users do not need to be certified. The software does all the analysis. Whole-person assessments are more effective at identifying future successful employees.
From United States, Chelsea
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Hi! Can anybody please share also how to administer the guilford-zimmerman temperament survey in hiring the right person? Thank you. Best regards Myra
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Dear Myra,
Kindly use this tool for developmental purpose and assessing human : culture fit index. This tool may not be much valid in recruitment screening other than culture fit study.
The GZTS inventory is used by organizational psychologists, personnel professionals, clinical psychologists, and counseling professionals in mental health facilities, businesses, and educational settings to help:
• Measure attributes related to personality and temperament that might help predict successful performance in various occupations.
• Identify students who may have trouble adjusting to school and the types of problems that may occur.
• Assess temperamental trends that may be the source of problems and conflicts in marriage or other relationships.
• Provide objective personality information to complement other data that may assist with personnel selection, placement, and development.
Qualification: Level 3 Administer To Individuals 16 years and older
Reading Level 8th grade
Completion Time 30–60 minutes (300 self-descriptive statements)
Formats Paper-and-pencil or computer administration
Scales
Scales
G - General Activity
R - Restraint
A - Ascendance
S - Sociability
E - Emotional Stability
O- Objectivity
F - Friendliness
T - Thoughtfulness
P - Personal Relations
M - Masculinity
From India, New Delhi
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Kindly use this tool for developmental purpose and assessing human : culture fit index. This tool may not be much valid in recruitment screening other than culture fit study.
The GZTS inventory is used by organizational psychologists, personnel professionals, clinical psychologists, and counseling professionals in mental health facilities, businesses, and educational settings to help:
• Measure attributes related to personality and temperament that might help predict successful performance in various occupations.
• Identify students who may have trouble adjusting to school and the types of problems that may occur.
• Assess temperamental trends that may be the source of problems and conflicts in marriage or other relationships.
• Provide objective personality information to complement other data that may assist with personnel selection, placement, and development.
Qualification: Level 3 Administer To Individuals 16 years and older
Reading Level 8th grade
Completion Time 30–60 minutes (300 self-descriptive statements)
Formats Paper-and-pencil or computer administration
Scales
Scales
G - General Activity
R - Restraint
A - Ascendance
S - Sociability
E - Emotional Stability
O- Objectivity
F - Friendliness
T - Thoughtfulness
P - Personal Relations
M - Masculinity
From India, New Delhi
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Hello Surbhi:
The secret to hiring successful employees is to stop hiring people who don't have a talent for their job.
The following is from TESTING AND ASSESSMENT: AN EMPLOYER'S GUIDE TO GOOD PRACTICES, U.S. Department of Labor Employment and Training Administration, 1999...
" Use assessment tools in a purposeful manner
Use the whole-person approach to assessment.
Principle of Assessment: Do not rely too much on any one test
to make decisions. Use the whole-person approach to assessment.
Using a single test or procedure will provide you with a
limited view of a person's employment or career-related
qualifications. Moreover, you may reach a mistaken conclusion
by giving too much weight to a single test result. On the other hand,
using a variety of assessment tools enables you to get a more
complete picture of the individual. The practice of using a variety
of tests and procedures to more fully assess people is referred to
as the whole-person approach to personnel assessment. This
will help reduce the number of selection errors made and will
boost the effectiveness of your decision making."
The whole-person assessment we use has three sections as follows:
1 - Thinking Styles
2 - Occupational Interests
3 - Behavioral Traits.
and it prints the following 10 reports...
1. Placement
2. Coaching
3. Job Summary Graph
4. Job Profile Summary
5. Succession Planning
6. Individual
7. Graph
8. Multi-Job Match
9. Sales Placement
10. Sales Management
Each section has numerous scales, see listing below.
1 - Thinking Styles
- Learning Index...an index of expected learning, reasoning and problem solving potential.
- Verbal Skill...a measure of verbal skill through vocabulary.
- Verbal Reasoning...using words as a basis in reasoning and problem solving.
- Numerical Ability...a measure of numeric calculation ability.
- Numeric Reasoning...using numbers as a basis in reasoning and problem solving.
2 - Occupational Interests
- Enterprising...indicated interest in occupations where they use persuasiveness and enjoy presenting plans.
- Financial/Administrative ... indicated interest in occupations that work with financial data, business systems, administrative procedures, etc.
- People Service ... indicated interest in occupations that help people and they are concerned with the welfare of others.
- Technical...indicated interest in occupations that center on scientific and technical activities, research and intellectual skills.
- Mechanical ... indicated interest in occupations that work with tools, equipment and machinery.
- Creative... indicated interest in occupations where they are imaginative, original and aesthetic.
3 - Behavioral Traits
- Energy Level...tendency to display endurance and capacity for a fast pace.
- Assertiveness...tendency to take charge of people and situations. Leads more than follows.
- Sociability...tendency to be outgoing, people-oriented and participate with others.
- Manageability...tendency to follow policies, accept external controls and supervision and work within the rules.
- Attitude...tendency to have a positive attitude regarding people and outcomes.
- Decisiveness...uses available information to make decisions quickly.
- Accommodating...tendency to be friendly, cooperative, agreeable. To be a team person.
- Independence...tendency to be self-reliant, self-directed, to take independent action and make own decisions.
- Objective Judgement... the ability to think clearly and be objective in decision-making.
Bob Gately
From United States, Chelsea
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The secret to hiring successful employees is to stop hiring people who don't have a talent for their job.
The following is from TESTING AND ASSESSMENT: AN EMPLOYER'S GUIDE TO GOOD PRACTICES, U.S. Department of Labor Employment and Training Administration, 1999...
" Use assessment tools in a purposeful manner
Use the whole-person approach to assessment.
Principle of Assessment: Do not rely too much on any one test
to make decisions. Use the whole-person approach to assessment.
Using a single test or procedure will provide you with a
limited view of a person's employment or career-related
qualifications. Moreover, you may reach a mistaken conclusion
by giving too much weight to a single test result. On the other hand,
using a variety of assessment tools enables you to get a more
complete picture of the individual. The practice of using a variety
of tests and procedures to more fully assess people is referred to
as the whole-person approach to personnel assessment. This
will help reduce the number of selection errors made and will
boost the effectiveness of your decision making."
The whole-person assessment we use has three sections as follows:
1 - Thinking Styles
2 - Occupational Interests
3 - Behavioral Traits.
and it prints the following 10 reports...
1. Placement
2. Coaching
3. Job Summary Graph
4. Job Profile Summary
5. Succession Planning
6. Individual
7. Graph
8. Multi-Job Match
9. Sales Placement
10. Sales Management
Each section has numerous scales, see listing below.
1 - Thinking Styles
- Learning Index...an index of expected learning, reasoning and problem solving potential.
- Verbal Skill...a measure of verbal skill through vocabulary.
- Verbal Reasoning...using words as a basis in reasoning and problem solving.
- Numerical Ability...a measure of numeric calculation ability.
- Numeric Reasoning...using numbers as a basis in reasoning and problem solving.
2 - Occupational Interests
- Enterprising...indicated interest in occupations where they use persuasiveness and enjoy presenting plans.
- Financial/Administrative ... indicated interest in occupations that work with financial data, business systems, administrative procedures, etc.
- People Service ... indicated interest in occupations that help people and they are concerned with the welfare of others.
- Technical...indicated interest in occupations that center on scientific and technical activities, research and intellectual skills.
- Mechanical ... indicated interest in occupations that work with tools, equipment and machinery.
- Creative... indicated interest in occupations where they are imaginative, original and aesthetic.
3 - Behavioral Traits
- Energy Level...tendency to display endurance and capacity for a fast pace.
- Assertiveness...tendency to take charge of people and situations. Leads more than follows.
- Sociability...tendency to be outgoing, people-oriented and participate with others.
- Manageability...tendency to follow policies, accept external controls and supervision and work within the rules.
- Attitude...tendency to have a positive attitude regarding people and outcomes.
- Decisiveness...uses available information to make decisions quickly.
- Accommodating...tendency to be friendly, cooperative, agreeable. To be a team person.
- Independence...tendency to be self-reliant, self-directed, to take independent action and make own decisions.
- Objective Judgement... the ability to think clearly and be objective in decision-making.
Bob Gately
From United States, Chelsea
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Assessment Methods in Recruitment, Selection & Performance A Managers Guide to Psychometric Test.pdf
Psychometric Tools.xls