I'm trying to convince my boss to implement a personality and IQ tests for fresh graduates and professionals new hire, but he's not convenient with this kind of tests. He considers these tests as useless tools and any one can cheat and play with it!
What do you think guys? I need to know about your experience in these tests. Is it realy evaluate personality and IQ of a candidate and gives accurate assessment?
Thanks,
From Saudi Arabia, Riyadh
What do you think guys? I need to know about your experience in these tests. Is it realy evaluate personality and IQ of a candidate and gives accurate assessment?
Thanks,
From Saudi Arabia, Riyadh
Dear frind
i think that personality and IQ tests for fresh graduates and professionals is very important to know how the person is contributes in organisation growth and what he thinks for his job.
Regards,
kaushalendra
i think that personality and IQ tests for fresh graduates and professionals is very important to know how the person is contributes in organisation growth and what he thinks for his job.
Regards,
kaushalendra
Dear Bob
I didn't get your question! If you mean that I'm counting so much on these assessments in my selection? Well no, but at least I can do the initial filtering based on results come out from those assessment.
Thanks any way,
Regards,
Asim Qari
From Saudi Arabia, Riyadh
I didn't get your question! If you mean that I'm counting so much on these assessments in my selection? Well no, but at least I can do the initial filtering based on results come out from those assessment.
Thanks any way,
Regards,
Asim Qari
From Saudi Arabia, Riyadh
Hi
Standards of Quality of a Aptitude and Psychometric Test
The considerations of validity and reliability are viewed as essential elements for determining the quality of a Psychometric test. However, professional and practitioner associations frequently have placed these concerns within broader contexts when developing standards and making overall judgments about the quality of any test as a whole within a given context. A consideration of concern in many applied research settings is whether or not the metric of a given psychological inventory is meaningful.
Validity of the test concerns what the test measures and how well it does so. It tells what can be inferred from the test scores. In this connection, one should guard against accepting the test name as an index of what the test measures. Test names provide short, convenient labels for identification purposes. The validity of a test cannot be reported in general terms. No test can be said to have “HIGH” or “LOW” validity in the abstract. Its validity must be established with reference to the particular use for which the test is being considered.
For establishing the validity of any psychological test, following aspects will be taken into consideration:
1. Face Validity
a. Content Validity
b. Observation Validity
i. Concurrent Validity
ii. Predictive Validity
c. Convergent Validity
d. Discrimination Validity
2. Internal Validity
3. External Validity
a. Ecological Validity
b. Population Validity
4. Construct Validity
Based on the above mentioned validity patterns Statistical Conclusions will be drawn to establish Validity norms
Reliability is the consistency of a set of measurements. Reliability is the extent to which the measurements of a test remain consistent over repeated tests of the same subject under identical conditions. An experiment is reliable if it yields consistent results of the same measure.
It is the consistency of the scores that an individual gets on a psychological test. This can be whether the measurements of the same instrument give (test-retest) is likely to give the same measurement, or in the case of more subjective instruments, whether two independent assessors give similar scores (inter-rater reliability). Reliability does not imply validity. That is, a reliable measure is measuring something consistently, but not necessarily what it is supposed to be measuring.
Reliability may be estimated through a variety of methods. To establish the Reliability of the test various the scores from the random sample drawn from the population are subjected to various statistics like Pearson Product-moment correlation coefficient, Spearman-Brown Prediction Formula. The most common internal consistency measure is Cronbach's alpha, which is usually interpreted as the mean of all possible split-half coefficients.
Norms: It is very important to understand how the scores obtained on a psychological test are interpreted. A raw score on any psychological test is meaning less without additional interpretive data. Scores on psychological tests are most commonly interpreted by reference to norms that represent the test performance of the standardization sample. The raw scores obtained in a test are converted into standard scores and norms are established by determining what persons in a representative group actually do on the test. Any individual’s raw score is then referred to the distribution of scores obtained by the standardization sample to discover where he or she falls in that distribution. Norms are developed with reference to culture, groups (Ingroup & Outgroup), Sex(Male & Female) etc.
Kiran
From India, Hyderabad
68Standards of Quality of a Aptitude and Psychometric Test
The considerations of validity and reliability are viewed as essential elements for determining the quality of a Psychometric test. However, professional and practitioner associations frequently have placed these concerns within broader contexts when developing standards and making overall judgments about the quality of any test as a whole within a given context. A consideration of concern in many applied research settings is whether or not the metric of a given psychological inventory is meaningful.
Validity of the test concerns what the test measures and how well it does so. It tells what can be inferred from the test scores. In this connection, one should guard against accepting the test name as an index of what the test measures. Test names provide short, convenient labels for identification purposes. The validity of a test cannot be reported in general terms. No test can be said to have “HIGH” or “LOW” validity in the abstract. Its validity must be established with reference to the particular use for which the test is being considered.
For establishing the validity of any psychological test, following aspects will be taken into consideration:
1. Face Validity
a. Content Validity
b. Observation Validity
i. Concurrent Validity
ii. Predictive Validity
c. Convergent Validity
d. Discrimination Validity
2. Internal Validity
3. External Validity
a. Ecological Validity
b. Population Validity
4. Construct Validity
Based on the above mentioned validity patterns Statistical Conclusions will be drawn to establish Validity norms
Reliability is the consistency of a set of measurements. Reliability is the extent to which the measurements of a test remain consistent over repeated tests of the same subject under identical conditions. An experiment is reliable if it yields consistent results of the same measure.
It is the consistency of the scores that an individual gets on a psychological test. This can be whether the measurements of the same instrument give (test-retest) is likely to give the same measurement, or in the case of more subjective instruments, whether two independent assessors give similar scores (inter-rater reliability). Reliability does not imply validity. That is, a reliable measure is measuring something consistently, but not necessarily what it is supposed to be measuring.
Reliability may be estimated through a variety of methods. To establish the Reliability of the test various the scores from the random sample drawn from the population are subjected to various statistics like Pearson Product-moment correlation coefficient, Spearman-Brown Prediction Formula. The most common internal consistency measure is Cronbach's alpha, which is usually interpreted as the mean of all possible split-half coefficients.
Norms: It is very important to understand how the scores obtained on a psychological test are interpreted. A raw score on any psychological test is meaning less without additional interpretive data. Scores on psychological tests are most commonly interpreted by reference to norms that represent the test performance of the standardization sample. The raw scores obtained in a test are converted into standard scores and norms are established by determining what persons in a representative group actually do on the test. Any individual’s raw score is then referred to the distribution of scores obtained by the standardization sample to discover where he or she falls in that distribution. Norms are developed with reference to culture, groups (Ingroup & Outgroup), Sex(Male & Female) etc.
Kiran
From India, Hyderabad
Dear Friend,
Kindly click on the following link, it will give you some required information,
https://www.citehr.com/search_new.ph...ests&submit=Go
Pls let me know was this information useful,,
If not let me try out more & give information,,,,
In CiteHR you will get A to Z information on HR…..
Regards
M. Peer Mohamed Sardhar
093831 93832
From India, Coimbatore
Kindly click on the following link, it will give you some required information,
https://www.citehr.com/search_new.ph...ests&submit=Go
Pls let me know was this information useful,,
If not let me try out more & give information,,,,
In CiteHR you will get A to Z information on HR…..
Regards
M. Peer Mohamed Sardhar
093831 93832
From India, Coimbatore
Administer some IQ test such as Bhatia Battry on your boss and give him the report. Ask him to distort the test in a way to score higher, If he can. I thing it would be not better than his actual IQ profile. If he can influence the test and even score above 95 percentile, then no dobut, he is an intelligent person.
Wish you a good luck.
Arvind Singh
9213998535
From India, New Delhi
Wish you a good luck.
Arvind Singh
9213998535
From India, New Delhi
Well,
what you may really want to do is implement psychometric tools such as 16PF or Trimetrix for recuritment purposes.
through what I know, doing personality tests and run of the mill IQ tests do not tell much about the behavioural competencies of an individual, they only tell you about the logical reasoning and the outlook of that individual.
Psychometric tools are more accurate and more scientific.
try them
regards,
Ken
From India, Mumbai
what you may really want to do is implement psychometric tools such as 16PF or Trimetrix for recuritment purposes.
through what I know, doing personality tests and run of the mill IQ tests do not tell much about the behavioural competencies of an individual, they only tell you about the logical reasoning and the outlook of that individual.
Psychometric tools are more accurate and more scientific.
try them
regards,
Ken
From India, Mumbai
Hello Asim:
>I didn't get your question!<
Let me try again.
>If you mean that I'm counting so much on these assessments in my selection?<
I was wondering if you preferred higher IQs over lower IQs.
>Well no, but at least I can do the initial filtering based on results come out from those assessment.<
IQ is seldom used for selection in the US unless of course employers use GPAs and alma maters as a substitute for IQ.
Have you considered a whole person assessment?
Bob Gately
From United States, Chelsea
>I didn't get your question!<
Let me try again.
>If you mean that I'm counting so much on these assessments in my selection?<
I was wondering if you preferred higher IQs over lower IQs.
>Well no, but at least I can do the initial filtering based on results come out from those assessment.<
IQ is seldom used for selection in the US unless of course employers use GPAs and alma maters as a substitute for IQ.
Have you considered a whole person assessment?
Bob Gately
From United States, Chelsea
OP: Your boss should definitely use pre-employment assessments before he plans to hire new workers. It has been estimated that you can improve your chances of finding the right person for the right job with assessments than without from 50% to 70%. They're a great investment in the long-run. I came across this site that's great at assessments and also makes these crazy office videos (similar to the show "The Office") that you should check out - <link no longer exists - removed>
From United States, Tustin
From United States, Tustin
Hi
You can see same topic at the side bar of this site. You can find out some thing same your questions.
Apart from that, you also ref more information at: IQ tests books
I sent some good materials to Tommy, pls read mail and give feedback
From Vietnam, Hanoi
You can see same topic at the side bar of this site. You can find out some thing same your questions.
Apart from that, you also ref more information at: IQ tests books
I sent some good materials to Tommy, pls read mail and give feedback
From Vietnam, Hanoi
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