Hi,
Now days many companies are conducting Psychometric tests to find out the best fit for the specified position. But in many cases I did found that instead of having negative remarks in Psychometric result, company is still hiring that candidate. And also how I would like to now how helpful is this tool for recruitment???
From India, Vadodara
3Now days many companies are conducting Psychometric tests to find out the best fit for the specified position. But in many cases I did found that instead of having negative remarks in Psychometric result, company is still hiring that candidate. And also how I would like to now how helpful is this tool for recruitment???
From India, Vadodara
Hi Ritesh
Yes.. the usage of Psychometric tools not only in Rectuitment but also in assessments is in large these days. The reason is the fastest way to know about a candidates personality and some of his behavioral traits, which cannot be found with a short time.
The psychometric tools should be used very carefully and so by the one who has the knowledge about them and their validity also to be taken into count. If the tool is not valid there are chances of losing a right candidate.
Never should be a Psychometric report be used as a final decision in recruitment. They should be used as a tool to get some details about the candidate.
Most of the freshers will be good in regional languages and not too bad in english also but they dont have skill in UK or USA english. Most of the Psychometrics tests are products of US or UK and the english is of their level.
When those psychometric tests are administered, most of them just fill them blindly, if they dont understand those words. The result is a wrong report. If the company depends on the report as a final call, then they have the chance of losing a good candidate.
We can use the psychometric tests as a tool to get additional information. Its better if Aptitude test along with the technical test is used in the recruitment procedure as the deciding factor.
Regards
Kiran
From India, Hyderabad
Yes.. the usage of Psychometric tools not only in Rectuitment but also in assessments is in large these days. The reason is the fastest way to know about a candidates personality and some of his behavioral traits, which cannot be found with a short time.
The psychometric tools should be used very carefully and so by the one who has the knowledge about them and their validity also to be taken into count. If the tool is not valid there are chances of losing a right candidate.
Never should be a Psychometric report be used as a final decision in recruitment. They should be used as a tool to get some details about the candidate.
Most of the freshers will be good in regional languages and not too bad in english also but they dont have skill in UK or USA english. Most of the Psychometrics tests are products of US or UK and the english is of their level.
When those psychometric tests are administered, most of them just fill them blindly, if they dont understand those words. The result is a wrong report. If the company depends on the report as a final call, then they have the chance of losing a good candidate.
We can use the psychometric tests as a tool to get additional information. Its better if Aptitude test along with the technical test is used in the recruitment procedure as the deciding factor.
Regards
Kiran
From India, Hyderabad
Hi,
Yes, I fully agree that these tests must not be used in isolation for recruitments. More so, common tests like 16 PF etc are highly reliable but MUST be done by a Certified Psychologist. Similar is the case for T A T .
A Certified Psychologist does also suggests to you as the suitability of the candidates for a particular job profile. Industry specific tests can also be used.
The tests developed & being practiced abroad, certainly have cultural biases. Therefore such tests as validated for Indian Culture/Norms need to be used.
The findings of these tests not being considered may because of, probably not understanding the complete utilities of these tests, not having faith in the results, wrong way of presentations of the test findings...
Thanks & keep smiling
Major Panday
9818285623
From India, Delhi
Yes, I fully agree that these tests must not be used in isolation for recruitments. More so, common tests like 16 PF etc are highly reliable but MUST be done by a Certified Psychologist. Similar is the case for T A T .
A Certified Psychologist does also suggests to you as the suitability of the candidates for a particular job profile. Industry specific tests can also be used.
The tests developed & being practiced abroad, certainly have cultural biases. Therefore such tests as validated for Indian Culture/Norms need to be used.
The findings of these tests not being considered may because of, probably not understanding the complete utilities of these tests, not having faith in the results, wrong way of presentations of the test findings...
Thanks & keep smiling
Major Panday
9818285623
From India, Delhi
dear all,
we have to be very careful in using psychometric tests, more so in the selection of tests. The test shall be staderdized for the population this is administered. A certified psychologist is nedded for the interpretation.
regards.
gervasethomas
From India, Gurgaon
we have to be very careful in using psychometric tests, more so in the selection of tests. The test shall be staderdized for the population this is administered. A certified psychologist is nedded for the interpretation.
regards.
gervasethomas
From India, Gurgaon
Hi,
I am Jo from Bangalore.I can be contacted on 09448270474 or
I provide Assessment Centre software solutions and training for selection.
I have done my Level A&B certification from British Psychological society to administer and use Psychometrics for selection.
I use/provide 15FQ+,OPP and Sales Preference Invetory as psychological assessments to support selection in addition to a battery of Verabal/spacial reasoning tests.
Ideally psychometrics shoould be part of the total assessment process, in addition to Competency Based Interviews and simulations as done in an assessment centre.
Ethically (and legally in some countries) only valid, reliable and recommended by the publisher psychometrics must be used for selection.Always insist on studying the Technical Manual for scrutiny of the test.
Which tests to use, what weightage to be given, etc are to be done based on thorough job analysis.
Only trained users either by the publisher/distributer or neutral professionn bodies like British Psychological society must administer these test.
Hope this helps.
Ask in case you need more info.
Best wishes,'Jo
From India, Bangalore
I am Jo from Bangalore.I can be contacted on 09448270474 or
I provide Assessment Centre software solutions and training for selection.
I have done my Level A&B certification from British Psychological society to administer and use Psychometrics for selection.
I use/provide 15FQ+,OPP and Sales Preference Invetory as psychological assessments to support selection in addition to a battery of Verabal/spacial reasoning tests.
Ideally psychometrics shoould be part of the total assessment process, in addition to Competency Based Interviews and simulations as done in an assessment centre.
Ethically (and legally in some countries) only valid, reliable and recommended by the publisher psychometrics must be used for selection.Always insist on studying the Technical Manual for scrutiny of the test.
Which tests to use, what weightage to be given, etc are to be done based on thorough job analysis.
Only trained users either by the publisher/distributer or neutral professionn bodies like British Psychological society must administer these test.
Hope this helps.
Ask in case you need more info.
Best wishes,'Jo
From India, Bangalore
Hi All,
Psychometric Tests do help. But it should not be criteria for final selection. You might loose on a good candidate. Somebody rightly mentioned that many candidates do not understand the US or UK English and blindly mark the answers. I have seen this happening.
Mallet
From India, Hyderabad
Psychometric Tests do help. But it should not be criteria for final selection. You might loose on a good candidate. Somebody rightly mentioned that many candidates do not understand the US or UK English and blindly mark the answers. I have seen this happening.
Mallet
From India, Hyderabad
I agree with you guys that some people will fill in the Psychometric Test blindly, but, this is because it is in English. However, if the company has the license from the SHL company to transilate it into your local language. It will be a more wonderful tools to use.
I would like to add one more tools that are a very helpful tools to me, which is the Ability Test. which is also available in the SHL company.
Cheers.
From Saudi Arabia, Riyadh
I would like to add one more tools that are a very helpful tools to me, which is the Ability Test. which is also available in the SHL company.
Cheers.
From Saudi Arabia, Riyadh
Hi,
My view may be unpopular but I do not believe that psychometric offer anything of value.
Please allow me to use my illness to demonstrate my objection. I have been diagnosed with myeloma. Statistical norms indicate that one third of people with myeloma will die within one year, one third will die within five years and one third will live beyond five years. There is no way of knowing which group I fall into because whilst statistical norms can predict group behaviour, they can never predict individual behaviour.
Since psychometic tests are based on statistical norms they can also never predict individual behaviour and never select the right individual for any particular post.
Regards
Mark 51
From United Kingdom, Huddersfield
My view may be unpopular but I do not believe that psychometric offer anything of value.
Please allow me to use my illness to demonstrate my objection. I have been diagnosed with myeloma. Statistical norms indicate that one third of people with myeloma will die within one year, one third will die within five years and one third will live beyond five years. There is no way of knowing which group I fall into because whilst statistical norms can predict group behaviour, they can never predict individual behaviour.
Since psychometic tests are based on statistical norms they can also never predict individual behaviour and never select the right individual for any particular post.
Regards
Mark 51
From United Kingdom, Huddersfield
hi Mr. kiran
This is ganges doing my 2yr mba . i joined the thread 2 days back. I'am doing my project on ''the role of psychometric tests in recruitment process - is it important during recruitment feerze?'' through you i came to know that pcychometric tests involve lot of assistance from an industrial pcychologist, and it involves lot of effort to select a suitable candidate. So i want to kno whether these tests are cost effective during recission period, since hiring a psychologist involves lot of cost as my company does not have any. I hope to get your answers at the earliest. ....take care
From India, Madras
This is ganges doing my 2yr mba . i joined the thread 2 days back. I'am doing my project on ''the role of psychometric tests in recruitment process - is it important during recruitment feerze?'' through you i came to know that pcychometric tests involve lot of assistance from an industrial pcychologist, and it involves lot of effort to select a suitable candidate. So i want to kno whether these tests are cost effective during recission period, since hiring a psychologist involves lot of cost as my company does not have any. I hope to get your answers at the earliest. ....take care
From India, Madras
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