Hi Mates..
In the process of recruitment we follow different processes to get the best of the candidates. We use paper pencil tests and we use computer based tests. The latest funda is Psychometrics. We have many different types of validated psychometric tests. Am sure many more will come to get the different aspects of human behaviour.
Even Aptitude is being divided into different dimensions and the candidates are tested to find out the real stuff in them.
All these come under different names and different methods but the end means is the same.... To find the best...
Please find the pdf file which has a bit of information of different ways of testing in psychometrics and aptitude along with assessment process
Kiran
HRM
Scorelogix
9848993153
From India, Hyderabad
68In the process of recruitment we follow different processes to get the best of the candidates. We use paper pencil tests and we use computer based tests. The latest funda is Psychometrics. We have many different types of validated psychometric tests. Am sure many more will come to get the different aspects of human behaviour.
Even Aptitude is being divided into different dimensions and the candidates are tested to find out the real stuff in them.
All these come under different names and different methods but the end means is the same.... To find the best...
Please find the pdf file which has a bit of information of different ways of testing in psychometrics and aptitude along with assessment process
Kiran
HRM
Scorelogix
9848993153
From India, Hyderabad
Good post . :)
This sort of informations will help to create awareness that the need of psychometry and its indepth and vast usage in the selection process which needs professional expertise of psychologists. Using test materials is possible for anybody by reading the instructions and scoring manual but interpretation and detailed reporting using the responses needs real experience of a psychologist.
keep going and create awareness
:D
Mindtuners
Chennai
From India, Madras
This sort of informations will help to create awareness that the need of psychometry and its indepth and vast usage in the selection process which needs professional expertise of psychologists. Using test materials is possible for anybody by reading the instructions and scoring manual but interpretation and detailed reporting using the responses needs real experience of a psychologist.
keep going and create awareness
:D
Mindtuners
Chennai
From India, Madras
Hi Kiran Useful info. u have posted. Is there any courses conducted to get handson experience on it? Pl.suggest. Regards srinivasan chennai
From Singapore, Singapore
From Singapore, Singapore
Thanks Kiran. It was very useful to me. Thanks for the Timely help. Kindly help me out by sending me an Appraisal Format for Software People. Regards Sri Karthik :)
From India, Madras
From India, Madras
Hello Mates
Greetings to you
These days we see lots of enthusiastic and informative articles on Psychometrics and Pre-Hire assessments.
Most of us use these tools in our organizations and most of us have a bit of knowledge on these tools. Don’t you think it would be great if we start sharing our opinions and experiences of these tools which at some point of time we used at our work place… It may not be essentially psychometric tool
Kiran
From India, Hyderabad
Greetings to you
These days we see lots of enthusiastic and informative articles on Psychometrics and Pre-Hire assessments.
Most of us use these tools in our organizations and most of us have a bit of knowledge on these tools. Don’t you think it would be great if we start sharing our opinions and experiences of these tools which at some point of time we used at our work place… It may not be essentially psychometric tool
Kiran
From India, Hyderabad
You are right Kiran.
But the probelm with this kind of testing is, our evaluation and analysis of results alone would not give us a clear picture about the candidate, as it requires a consultant psychologyst to interpret it. Personality traits may vary form person to person and it depends on lot of other factors also including time.That means we cant simply jump into conclusions.
But since we use the same, it would be a good idea to share our knowledge and clear our doubts using the forum.
Appreciating your hard work,
Thanks and regards
Binu
From India, Thiruvananthapuram
But the probelm with this kind of testing is, our evaluation and analysis of results alone would not give us a clear picture about the candidate, as it requires a consultant psychologyst to interpret it. Personality traits may vary form person to person and it depends on lot of other factors also including time.That means we cant simply jump into conclusions.
But since we use the same, it would be a good idea to share our knowledge and clear our doubts using the forum.
Appreciating your hard work,
Thanks and regards
Binu
From India, Thiruvananthapuram
What binu had replied is right and This sort of informations will help to create awareness that the need of psychometry and its indepth and vast usage in the selection process. Using test materials is possible for anybody by reading the instructions and scoring manual but interpretation and detailed reporting using the responses needs real experience of a psychologist. But as a Psychologist with a vast experience in the field of psychology and psychometry an expertise interpretation will give you a indepth view of analysis on various other associated factors along with the scoring.
So to get good usage and proper selection of candidates depending on job profile I strongly suggest to take psychologists guidance in the assessment process
Sudhakaran
Psychometric Service Providers
Mindtuners
Chennai
From India, Madras
So to get good usage and proper selection of candidates depending on job profile I strongly suggest to take psychologists guidance in the assessment process
Sudhakaran
Psychometric Service Providers
Mindtuners
Chennai
From India, Madras
Mates, One thing is agreed that these tools should be used by a professional, one who is certified and knows how to interpret them in a proper way. A psychologist is always an added advantage.
But i think a candidate shouldnt be selected or rejected by the results of these tests. We should use them as a development tool. We should use them to know some more details about the candidate.
Kiran
From India, Hyderabad
But i think a candidate shouldnt be selected or rejected by the results of these tests. We should use them as a development tool. We should use them to know some more details about the candidate.
Kiran
From India, Hyderabad
Hi Friends,
I have been following the posts on the subject with interest. It is nice to know that HR community members are becoming aware of the importance of Psychometric Testing. But to put things in correct perspective, it is NOT the new funda or Fad ! Psychometric testing has been used in the Armed Forces since at least 60 years for selection of the Armed Forces Officers.
I was heading the Psychometric Testing in one of Defence Services Selection Boards while was in the Indian Air Force. But before being assigned for the post, we were checked for our suitability in terms of Education (Masters In Psychology only were eligible) and attitude. We were trained in the use of these tests for 6 months before we could get to use them ! So please keep in mind that these are tools which need special training for interpreting the results. In untrained hands these are likely to do more harm then good. Few days ago I had posted a presentation on Psychometric Testing in Staffing & Selection Forum. That would give soem relevant details for those interested in the topic.
Regards,
Naresh Taneja
From India, Mumbai
I have been following the posts on the subject with interest. It is nice to know that HR community members are becoming aware of the importance of Psychometric Testing. But to put things in correct perspective, it is NOT the new funda or Fad ! Psychometric testing has been used in the Armed Forces since at least 60 years for selection of the Armed Forces Officers.
I was heading the Psychometric Testing in one of Defence Services Selection Boards while was in the Indian Air Force. But before being assigned for the post, we were checked for our suitability in terms of Education (Masters In Psychology only were eligible) and attitude. We were trained in the use of these tests for 6 months before we could get to use them ! So please keep in mind that these are tools which need special training for interpreting the results. In untrained hands these are likely to do more harm then good. Few days ago I had posted a presentation on Psychometric Testing in Staffing & Selection Forum. That would give soem relevant details for those interested in the topic.
Regards,
Naresh Taneja
From India, Mumbai
Hi Kiran,
What you have mentioned in your post is right.
After all the tests it boils down to hiring the best.
To find out whether a prospective candidate is a Right-fit or Near-fit also requires the help of people trained to interpret assessment test results.
Unfortunately, I wasn't able to open the PDF file attached. Can you pls. mail it to
.
Thanks for your efforts.
Keep posting.
Regards,
Anand
From India, Bangalore
What you have mentioned in your post is right.
After all the tests it boils down to hiring the best.
To find out whether a prospective candidate is a Right-fit or Near-fit also requires the help of people trained to interpret assessment test results.
Unfortunately, I wasn't able to open the PDF file attached. Can you pls. mail it to
Thanks for your efforts.
Keep posting.
Regards,
Anand
From India, Bangalore
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