Hello Friends,
I head the HR team of a manufacturing company in Abu Dhabi.Nice to have an online forum in Dubai.
Would like to join u guys....Also Would somebody please tell me the sources from where I can get some reading material on "psychometric testing for job selection" ?
BINDU NAIR
From United Arab Emirates, Dubai
1I head the HR team of a manufacturing company in Abu Dhabi.Nice to have an online forum in Dubai.
Would like to join u guys....Also Would somebody please tell me the sources from where I can get some reading material on "psychometric testing for job selection" ?
BINDU NAIR
From United Arab Emirates, Dubai
Hi all...
As the thread is on Psychometric testing... I just wanted continue on the same topic
Do you have an idea about the Course conducted by the Arabian assessment Ctr on Psychological Assessment Training certified by the British Psychological Society?
I have taken a risk of investing in the training and will be attending the course in June
Lets c how it goes.... I’m just hoping for the best...
From United Arab Emirates, Dubai
As the thread is on Psychometric testing... I just wanted continue on the same topic
Do you have an idea about the Course conducted by the Arabian assessment Ctr on Psychological Assessment Training certified by the British Psychological Society?
I have taken a risk of investing in the training and will be attending the course in June
Lets c how it goes.... I’m just hoping for the best...
From United Arab Emirates, Dubai
Hi Sandeep, Can you pls post a link on where I can get the details of the course you have said? I am planning to do the MBTI certification course in Dubai in July. Geetha
From India, Coimbatore
From India, Coimbatore
Hello Everyone,
With regards to the Psychometric testing, i have been working in a Psychometric development company for the past three years and i could recommend the following when it comes to selecting a psychometric tool to use in recruitment as there are two types of Psychometric tests:
-Ipsative tests
-Normative tests
i wouldn't recomen the use of the first in recruitment and selection
while the use of the second is based on how valid and reliable is the tool you are picking.
based on my experience, most of the tools used in Dubai are Ipsative and unfortunately the tools used by Arabian Assessments are which are not reccomendable to be used in Selection. there are two companies in Dubai that i know of who supply Normative assessments. if you need details of these companies let me know and send me ur email and numbers and i'll have someone call you and give you some reading material and do a presentation for you.
All the best,
Feras
From United Arab Emirates, Dubai
With regards to the Psychometric testing, i have been working in a Psychometric development company for the past three years and i could recommend the following when it comes to selecting a psychometric tool to use in recruitment as there are two types of Psychometric tests:
-Ipsative tests
-Normative tests
i wouldn't recomen the use of the first in recruitment and selection
while the use of the second is based on how valid and reliable is the tool you are picking.
based on my experience, most of the tools used in Dubai are Ipsative and unfortunately the tools used by Arabian Assessments are which are not reccomendable to be used in Selection. there are two companies in Dubai that i know of who supply Normative assessments. if you need details of these companies let me know and send me ur email and numbers and i'll have someone call you and give you some reading material and do a presentation for you.
All the best,
Feras
From United Arab Emirates, Dubai
A normative assessment is one in which the candidate is measured against the normal population. You may be familiar with a Normal Distribution Curve, opposite. This is the bell shaped curve which describes many natural phenomena. 68% of the population in the sample will score in the 4, 5, 6, 7 range; while 16% will score 1, 2 or 3 and the other 16% 8, 9 or 10.
Ipsative literally means "of the self" (Latin derivation), and is used in psychology as in the phrase "ipsative measure" to indicate that the measure was a self-reporting measure.
Examples of ipsative measures include questions that ask the participant to rate their preferences, or to give a score between 1 and 7 indicating how they feel about a particular statement.
In education, "ipsative assessment" is the practice of assessing present performance against the prior performance of the person being assessed. In athletics for example, a "personal best" is an ipsative assessment.
These different types of assessments become very important when selecting what type of assessment to use in a particular situation.
Ipsative type assessments should not be used in recruitment. According to experts in this field, companies should avoid using tools that talk about how a candidate is better at one thing than another. They do not compare the candidate to the outside world and are therefore not providing useful decision making information for recruitment.
From United Arab Emirates, Dubai
Ipsative literally means "of the self" (Latin derivation), and is used in psychology as in the phrase "ipsative measure" to indicate that the measure was a self-reporting measure.
Examples of ipsative measures include questions that ask the participant to rate their preferences, or to give a score between 1 and 7 indicating how they feel about a particular statement.
In education, "ipsative assessment" is the practice of assessing present performance against the prior performance of the person being assessed. In athletics for example, a "personal best" is an ipsative assessment.
These different types of assessments become very important when selecting what type of assessment to use in a particular situation.
Ipsative type assessments should not be used in recruitment. According to experts in this field, companies should avoid using tools that talk about how a candidate is better at one thing than another. They do not compare the candidate to the outside world and are therefore not providing useful decision making information for recruitment.
From United Arab Emirates, Dubai
Hi Feras,
Thanks for the information....
Can you please give me the details of these companies supplying Normative assessments? I can be contacted on
.
Thanks once again
Cheers!!!
From United Arab Emirates, Dubai
Thanks for the information....
Can you please give me the details of these companies supplying Normative assessments? I can be contacted on
Thanks once again
Cheers!!!
From United Arab Emirates, Dubai
Adding to this interesting discussion I am attaching a flyer to give more info about an interesting Tool, Trimetrix of TTi.
About the Course:
The CPBA Training teaches one, basic and advanced application of the behavioral models. Participants will be trained in the interpretation and practical application of the assessments created by TTI Performance Systems Ltd. These tools have immediate real-world applications in the areas of:
• Recruitment
• Coaching
• Individual Personal Development
• Identifying Dynamic Teams Within Organizations
• Conflict Negotiation
• Team Building
• Interpersonal Communication Skills
We are conducting th CPBA program in the month of June 2008 in Chennai.
Those of you interested in attending this 2 -day workshop which leads to the certification of CPBA-Certified Professional Behavior Analyst, get in touch with me at
or 
.
Have a nice Day!
Sujatha
From India, Bhilai
About the Course:
The CPBA Training teaches one, basic and advanced application of the behavioral models. Participants will be trained in the interpretation and practical application of the assessments created by TTI Performance Systems Ltd. These tools have immediate real-world applications in the areas of:
• Recruitment
• Coaching
• Individual Personal Development
• Identifying Dynamic Teams Within Organizations
• Conflict Negotiation
• Team Building
• Interpersonal Communication Skills
We are conducting th CPBA program in the month of June 2008 in Chennai.
Those of you interested in attending this 2 -day workshop which leads to the certification of CPBA-Certified Professional Behavior Analyst, get in touch with me at
Have a nice Day!
Sujatha
From India, Bhilai
Adding to this interesting discussion I am attaching a flyer to give more info about an interesting Tool, Trimetrix of TTI.This has immediate real-world applications in the areas of:
• Recruitment
• Coaching
• Individual Personal Development
• Identifying Dynamic Teams Within Organizations
• Conflict Negotiation
• Team Building
• Interpersonal Communication Skills
We are conducting a program in the month of June 2008 in Chennai, leading to certification as CPBA ( Certified Profssional Bhavioural Analyst).The CPBA Training teaches one, basic and advanced application of the behavioral models. Participants will be trained in the interpretation and practical application of the assessments created by TTI Performance Systems Ltd.
Those of you interested in attending this 2 -day workshop which leads to the certification of CPBA-Certified Professional Behavior Analyst, get in touch with me at or .
Have a nice Day!
Sujatha
From India, Bhilai
• Recruitment
• Coaching
• Individual Personal Development
• Identifying Dynamic Teams Within Organizations
• Conflict Negotiation
• Team Building
• Interpersonal Communication Skills
We are conducting a program in the month of June 2008 in Chennai, leading to certification as CPBA ( Certified Profssional Bhavioural Analyst).The CPBA Training teaches one, basic and advanced application of the behavioral models. Participants will be trained in the interpretation and practical application of the assessments created by TTI Performance Systems Ltd.
Those of you interested in attending this 2 -day workshop which leads to the certification of CPBA-Certified Professional Behavior Analyst, get in touch with me at
Have a nice Day!
Sujatha
From India, Bhilai
WHY USE ASSESSMENTS?
Reasons to use pre-employment assessments
You want employees who are dependable
In 1998, absenteeism cost employers $757 per employee, according to a report in USA TODAY. This was the direct cost reported by a survey of human resource professionals and does not include the cost of hiring others or paying overtime to perform the work of absent employees.
You can be held liable for employees' behavior on and off the job
You must know the nature of the people you hire because their criminal behavior could cost your business millions of dollars. Every time you hire without practicing due diligence, you may be accepting liability for their actions - even when they are "off the clock."
You can be sued for illegal discrimination
In the absence of objective data, how can you demonstrate a hiring/promotion decision was made objectively, without discrimination because of gender, race, religion, etc.
Résumé writers write great fiction
In a survey of recent college graduates, 95% said they would be willing to make a false statement in their résumés in order to get a job. Forty-one percent admitted they had already done so, according to a report in Nation's Business (May, 1999).
Testing is acceptable, even expected
As reported in Molding Systems (May, 1999, v57 i5 p56(1)), a survey found that 92% of job applicants accept testing as part of the job qualification process. Only 3% resent it, while 5% were neutral.
Assessments offer a solution
Historically, employers depend upon résumés, references and interviews as sources of information for making hiring decisions. In practice, these sources have proved inadequate for consistently selecting good employees.
When training employees, a "one size fits all" approach has failed to provide the desired results.
When selecting people for promotion, otherwise excellent employees have too often been miscast into roles they could not perform satisfactorily.
Clearly, an essential ingredient for making "people decisions" has been missing from the formula.
The use of assessments has become essential to employers who
Several factors contribute to the failure of traditional hiring methods. Résumés often contain false claims of education and experience while omitting information that would help employers make better hiring decisions.
Business references are of little value because most past-employers will tell you nothing but "name, rank and serial number."
These realities are the reason interviews have become the most influential factor in hiring and promotion decisions. However, experience shows only a coincidental correlation between the ability to deliver well in an interview and to deliver well on the job. Studies peg this correlation at 14% -- one good employee in every seven hires. Even background checks don't help much. The success rate becomes 26%, but that's only one good hire in every four. Unfortunately, many employers have accepted these poor results and the high cost of excessive turnover as a business reality. They have flown the white flag of surrender.
Don't Surrender! Assessments do help significantly
Assessing behavioral traits improved the hiring success rate to 38%.
When both thinking abilities and behavioral traits are assessed, the right people are hired 54% of the time.
When an assessment of occupational interests is added, successful results improve to 66%.
The most impressive results are achieved, however, when an integrated assessment is used - one that measures behavioral traits, thinking, occupational interests, plus "Job Match."
These integrated assessments employ cutting-edge technology and empirical data to assess the qualities of "The Total Person." In doing so, the individual qualities of candidates are compared to the qualities of employees who performing their duties in a superior manner. These 21st Century assessments successfully identify potentially excellent employees better than 75% of the time.
Job Match outranks all other factors
A well-documented study, published in Harvard Business Review concludes that "Job Match" is by far the most reliable predictor of effectiveness on the job. The study considered many factors including the age, sex, race, education and experience of approximately 300,000 subjects. It evaluated their job performance and found no significant statistical differences, except in the area of "Job Match." The conclusion: "It's not experience that counts or college degrees or other accepted factors; success hinges on a fit with the job."
The only reliable method for evaluating "Job Match" is with a properly designed assessment instrument, capable of measuring the essential job-related characteristics particular to each specific job. Profiles International has assessments designed for this purpose.
From United Arab Emirates, Dubai
Reasons to use pre-employment assessments
- Two of three new hires will disappoint in the first year
- Two of three employees would rather work somewhere else
- Ninety-five of 100 applicants will "exaggerate" to get a job
- Most hiring decisions are made in haste - during the first five minutes of an interview
- One of three businesses will be sued this year over an employment issue
- Turnover costs thousands of dollars for every departing employee
- Eighty percent of employee turnover is avoidable
You want employees who are dependable
In 1998, absenteeism cost employers $757 per employee, according to a report in USA TODAY. This was the direct cost reported by a survey of human resource professionals and does not include the cost of hiring others or paying overtime to perform the work of absent employees.
You can be held liable for employees' behavior on and off the job
You must know the nature of the people you hire because their criminal behavior could cost your business millions of dollars. Every time you hire without practicing due diligence, you may be accepting liability for their actions - even when they are "off the clock."
You can be sued for illegal discrimination
In the absence of objective data, how can you demonstrate a hiring/promotion decision was made objectively, without discrimination because of gender, race, religion, etc.
Résumé writers write great fiction
In a survey of recent college graduates, 95% said they would be willing to make a false statement in their résumés in order to get a job. Forty-one percent admitted they had already done so, according to a report in Nation's Business (May, 1999).
Testing is acceptable, even expected
As reported in Molding Systems (May, 1999, v57 i5 p56(1)), a survey found that 92% of job applicants accept testing as part of the job qualification process. Only 3% resent it, while 5% were neutral.
Assessments offer a solution
Historically, employers depend upon résumés, references and interviews as sources of information for making hiring decisions. In practice, these sources have proved inadequate for consistently selecting good employees.
When training employees, a "one size fits all" approach has failed to provide the desired results.
When selecting people for promotion, otherwise excellent employees have too often been miscast into roles they could not perform satisfactorily.
Clearly, an essential ingredient for making "people decisions" has been missing from the formula.
The use of assessments has become essential to employers who
- want to put the right people into jobs;
- provide employees with effective training;
- help their managers to become more effective; and
- promote people into positions where they will succeed.
Several factors contribute to the failure of traditional hiring methods. Résumés often contain false claims of education and experience while omitting information that would help employers make better hiring decisions.
Business references are of little value because most past-employers will tell you nothing but "name, rank and serial number."
These realities are the reason interviews have become the most influential factor in hiring and promotion decisions. However, experience shows only a coincidental correlation between the ability to deliver well in an interview and to deliver well on the job. Studies peg this correlation at 14% -- one good employee in every seven hires. Even background checks don't help much. The success rate becomes 26%, but that's only one good hire in every four. Unfortunately, many employers have accepted these poor results and the high cost of excessive turnover as a business reality. They have flown the white flag of surrender.
Don't Surrender! Assessments do help significantly
Assessing behavioral traits improved the hiring success rate to 38%.
When both thinking abilities and behavioral traits are assessed, the right people are hired 54% of the time.
When an assessment of occupational interests is added, successful results improve to 66%.
The most impressive results are achieved, however, when an integrated assessment is used - one that measures behavioral traits, thinking, occupational interests, plus "Job Match."
These integrated assessments employ cutting-edge technology and empirical data to assess the qualities of "The Total Person." In doing so, the individual qualities of candidates are compared to the qualities of employees who performing their duties in a superior manner. These 21st Century assessments successfully identify potentially excellent employees better than 75% of the time.
Job Match outranks all other factors
A well-documented study, published in Harvard Business Review concludes that "Job Match" is by far the most reliable predictor of effectiveness on the job. The study considered many factors including the age, sex, race, education and experience of approximately 300,000 subjects. It evaluated their job performance and found no significant statistical differences, except in the area of "Job Match." The conclusion: "It's not experience that counts or college degrees or other accepted factors; success hinges on a fit with the job."
The only reliable method for evaluating "Job Match" is with a properly designed assessment instrument, capable of measuring the essential job-related characteristics particular to each specific job. Profiles International has assessments designed for this purpose.
From United Arab Emirates, Dubai
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