Ipsative versus Normative Assessments
Everyone involved in the marketing, sale or support of Profiles products must be entirely conversant with the points made here in an interview with Dr. P. A. Lindley, a well-established and respected assessment specialist and a member of the British Psychological Society:
Mr. Creelman: “...Myers Briggs is the test everybody knows, but at the same time experts say don't use it in recruitment. What can personality tests do for us in recruitment?”
Dr. Lindley: “Certainly I'd agree that Myers-Briggs should not be used for selection. The people who developed publish and market Myers-Briggs would also stress that. It isn't a tool for selection; rather it's a tool for personal development. It can be used in groups to help individuals understand one another but it's certainly not a selection test.
“For selection, you want to rule out tests that are just referring to yourself rather than comparing you to a larger population. Anything that talks about how you are better at one thing than another, but doesn't compare you to the outside world, isn't helpful. The technical term for these types of tests is Ipsative tests. An Ipsative test would ask: ‘Which do you prefer, being in control or being active?’ You might like both or you might hate both and you may say you would like to be in control even though you might actually prefer to be active. You might be operating at a very low level or a very high level but all Ipsative tests tell you is which one you prefer rather than how that preference compares to the other candidates.”
Ipsative assessments use the “self” as the standard for comparison. In example, “You report that you are more assertive than you are social.” There is no basis for comparison between your scores and any other scores.
With normative assessments, your scores are compared with a specific population. In example, “Your assertive scores are as high, or higher, than 85% of the working population.”
a normative assessment overcomes the shortcomings of Ipsative tools. it compares the assessed candidate to two key audiences in the ‘outside world’ referred to by Dr. Lindley above:
From United Arab Emirates, Dubai
2... “must-know” knowledge for all HIRING PROFESSIONALS
The following extract was taken from an interview in July 2005. It outlines a point we all make frequently on why DISC-type tools like Myers-Briggs, Thomas and other Ipsative assessments (the largest class of assessments you are likely to encounter in competitive situations) offer us no competition in a hiring situation.
Everyone involved in the marketing, sale or support of Profiles products must be entirely conversant with the points made here in an interview with Dr. P. A. Lindley, a well-established and respected assessment specialist and a member of the British Psychological Society:
Mr. Creelman: “...Myers Briggs is the test everybody knows, but at the same time experts say don't use it in recruitment. What can personality tests do for us in recruitment?”
Dr. Lindley: “Certainly I'd agree that Myers-Briggs should not be used for selection. The people who developed publish and market Myers-Briggs would also stress that. It isn't a tool for selection; rather it's a tool for personal development. It can be used in groups to help individuals understand one another but it's certainly not a selection test.
“For selection, you want to rule out tests that are just referring to yourself rather than comparing you to a larger population. Anything that talks about how you are better at one thing than another, but doesn't compare you to the outside world, isn't helpful. The technical term for these types of tests is Ipsative tests. An Ipsative test would ask: ‘Which do you prefer, being in control or being active?’ You might like both or you might hate both and you may say you would like to be in control even though you might actually prefer to be active. You might be operating at a very low level or a very high level but all Ipsative tests tell you is which one you prefer rather than how that preference compares to the other candidates.”
Ipsative assessments use the “self” as the standard for comparison. In example, “You report that you are more assertive than you are social.” There is no basis for comparison between your scores and any other scores.
With normative assessments, your scores are compared with a specific population. In example, “Your assertive scores are as high, or higher, than 85% of the working population.”
a normative assessment overcomes the shortcomings of Ipsative tools. it compares the assessed candidate to two key audiences in the ‘outside world’ referred to by Dr. Lindley above:
- The general working population as represented by a sample of more than 140,000 assessment takers that form part of the validation and reliability studies
- The population of “top performers” in the position that the person is applying for in the form of the concurrent pattern developed from these top performers’ results.
From United Arab Emirates, Dubai
Dear Feras,
Can you comment on the use of assessment centers in your area? What components are included. In my experience most assessment centers in UAE have been including, psychometric testing, structured BBI's and case studies or some time of in-basket exercises. More and more I am seeing requests for customized activities, ie. simulations or role plays>
Whats your thoughts.
Regards,
From United Arab Emirates, Dubai
Can you comment on the use of assessment centers in your area? What components are included. In my experience most assessment centers in UAE have been including, psychometric testing, structured BBI's and case studies or some time of in-basket exercises. More and more I am seeing requests for customized activities, ie. simulations or role plays>
Whats your thoughts.
Regards,
From United Arab Emirates, Dubai
Dear Bruncha,
Like you've mentioned earlier, Assessment centers will include In Basket excercises, or in-tray excercises, Psychometrics, simulations, role plays, interview simulations, presentations, case studies, discussion groups, negotiation simulations. now all of these should be customized to the size of the group undertaking it which in best situations would be anywhere between 4 to 8 people the closer it is to 4 the better it is, and the other area for customization would be the level or band of the people undergoing it. with regards to assessment centers, we have facilitated and conducted many, and all of them were customized as per the clients' needs, there are a minority of people or companies that would use off the shelf solutions when it comes to assessment and development centers.
From United Arab Emirates, Dubai
Like you've mentioned earlier, Assessment centers will include In Basket excercises, or in-tray excercises, Psychometrics, simulations, role plays, interview simulations, presentations, case studies, discussion groups, negotiation simulations. now all of these should be customized to the size of the group undertaking it which in best situations would be anywhere between 4 to 8 people the closer it is to 4 the better it is, and the other area for customization would be the level or band of the people undergoing it. with regards to assessment centers, we have facilitated and conducted many, and all of them were customized as per the clients' needs, there are a minority of people or companies that would use off the shelf solutions when it comes to assessment and development centers.
From United Arab Emirates, Dubai
Dear Feras,
I agree; the best practice in assessment centers dictates that customization and the use of the methods for the desired outcomes.
I hope that the points you and I are making serve to enhance the awareness among the citehr community that while, assessments can be used to support HR initiatives, it's not as simple as copying a test, scoring and giving some short and sweet comment on findings.
I have been engaged in a while range of assessment center projects and yes, most have been customized for the desired outcome of the client group in reference to job grade, the competencies being sought, etc.
I someone trained at the graduatel level in psychology and certified as a Level A and B Workplace Assessor, I support your concern for appropriate use of testing.
Best regards,
Bruncha
From United Arab Emirates, Dubai
I agree; the best practice in assessment centers dictates that customization and the use of the methods for the desired outcomes.
I hope that the points you and I are making serve to enhance the awareness among the citehr community that while, assessments can be used to support HR initiatives, it's not as simple as copying a test, scoring and giving some short and sweet comment on findings.
I have been engaged in a while range of assessment center projects and yes, most have been customized for the desired outcome of the client group in reference to job grade, the competencies being sought, etc.
I someone trained at the graduatel level in psychology and certified as a Level A and B Workplace Assessor, I support your concern for appropriate use of testing.
Best regards,
Bruncha
From United Arab Emirates, Dubai
Thanx Geetha,
ur info was of great use......but i would like to know, taking under consideration the time constraints, is it feasible to use psychometric testing for recruitment? if used, to what extent is it effective?
Regards,
jyoti
From India, Pune
ur info was of great use......but i would like to know, taking under consideration the time constraints, is it feasible to use psychometric testing for recruitment? if used, to what extent is it effective?
Regards,
jyoti
From India, Pune
Hi Jyoti,
Time constraint??!!! yes it does exist...but I think spending more time to choose the right person is more important than choosing an average person who may not fit the job very well...this leads to increased cost to the company both by time as well as monetary...definitely it is a challenge.....
Please read the posting by Feras - Normative Vs Ipsative. How effective are the tests depends on the way it is used...it is not just about filling in a questionnaire and interpreting the results...it is more about sampling whether the result is close to the job profile...again, in the posting by Feras - the 'job match' point is key....
the psychometric test may show that the person has highly creative thinking...but the point is, do you need an office boy to have that thinking???...that is a call you need to take....
I definitely think it is worth investing that time in recruitment rather than taking a lot of damage control action during performance appraisals/reviews....
If you are in need of instant results, there are a lot of UK based orgs which offer these tests online and they post the interpreted results to the employer.
Geetha
From India, Coimbatore
Time constraint??!!! yes it does exist...but I think spending more time to choose the right person is more important than choosing an average person who may not fit the job very well...this leads to increased cost to the company both by time as well as monetary...definitely it is a challenge.....
Please read the posting by Feras - Normative Vs Ipsative. How effective are the tests depends on the way it is used...it is not just about filling in a questionnaire and interpreting the results...it is more about sampling whether the result is close to the job profile...again, in the posting by Feras - the 'job match' point is key....
the psychometric test may show that the person has highly creative thinking...but the point is, do you need an office boy to have that thinking???...that is a call you need to take....
I definitely think it is worth investing that time in recruitment rather than taking a lot of damage control action during performance appraisals/reviews....
If you are in need of instant results, there are a lot of UK based orgs which offer these tests online and they post the interpreted results to the employer.
Geetha
From India, Coimbatore
Hi Geetha and Jyothi,
Yes, Psychometric testing is very interesting and the procedure is enriching for the individual and the company too.
Recently, we enabled the same for a company. They went through the initial preening and zeroed down to last two or so. After HR round they requested that the Online Assessment be done for the candidates .
They are convinced about the reports.The procedure they adopted is as follows:
1. They validate their findings with that of the reports and then take the call to see if the candidate really fits the job. As in, does the candidate have the basic talent + the values that the job requires. If yes, they hire.
2. They also see if they can find the right role / job which is the Best fit for the Candidate, if the candidate is very Good and extremely valuable for the Company. This way Best Talent is harvested within the Company.
3. In certain cases the candidates overall fit the job requirements however, may need enhancement in some skills. In this case the particular skills set need be addressed during Training needs analysis.
For requirement / Details regarding TTI Online Assessment Tools feel free to contact
or 
From India, Bhilai
Yes, Psychometric testing is very interesting and the procedure is enriching for the individual and the company too.
Recently, we enabled the same for a company. They went through the initial preening and zeroed down to last two or so. After HR round they requested that the Online Assessment be done for the candidates .
They are convinced about the reports.The procedure they adopted is as follows:
1. They validate their findings with that of the reports and then take the call to see if the candidate really fits the job. As in, does the candidate have the basic talent + the values that the job requires. If yes, they hire.
2. They also see if they can find the right role / job which is the Best fit for the Candidate, if the candidate is very Good and extremely valuable for the Company. This way Best Talent is harvested within the Company.
3. In certain cases the candidates overall fit the job requirements however, may need enhancement in some skills. In this case the particular skills set need be addressed during Training needs analysis.
For requirement / Details regarding TTI Online Assessment Tools feel free to contact
From India, Bhilai
Feras, I would be interested in knowing the 2 companies in Dubai as well...Could drop me at line, since I have often engaged in assessment related projects. Cheers Bruncha
From United Arab Emirates, Dubai
From United Arab Emirates, Dubai
Hello Feras,
Please can you send me information on the two companies in Dubai who offer normative psychometric testing?
I work as recruitment manager for large organisation and i am interested in using psychometric testing for selection.
Thanks
From United Arab Emirates, Dubai
Please can you send me information on the two companies in Dubai who offer normative psychometric testing?
I work as recruitment manager for large organisation and i am interested in using psychometric testing for selection.
Thanks
From United Arab Emirates, Dubai
hi please visit Psychometric tests & Objective assessments for Recruitment powered by E-testing - Central Test International, The leader in psychometrics for psychometric test in dubai
From India, Hyderabad
From India, Hyderabad
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