Hi,
I am Pratika, working with Elecon Group of Companies at Vidyanagar. I handle recruitment and want to design a psychometric test for recruiting employees where we can assess individuals' aptitude and personality. Please help me if you have any such questionnaire and how it should be scored and evaluated.
Regards,
Pratika
From India, Ahmadabad
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I am Pratika, working with Elecon Group of Companies at Vidyanagar. I handle recruitment and want to design a psychometric test for recruiting employees where we can assess individuals' aptitude and personality. Please help me if you have any such questionnaire and how it should be scored and evaluated.
Regards,
Pratika
From India, Ahmadabad
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We have an online psychometric tool for entry-level hiring as well as managerial hiring/development. Aptitude tests assess abilities, and scoring is based on both percentage and percentile. Results are provided in real-time. For more information, please contact 
.
From India, Bangalore
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From India, Bangalore
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10
Hi,,, Very Good & Informative,, KeeP Posting,,,, :lol: :lol: :lol: :lol: This is wonderful contribution,,, Thank You,,,, :lol: :lol: :lol: :lol: :lol: :lol:
From India, Coimbatore
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From India, Coimbatore
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Hi Pratika,
You have a very unique name. The recruitment process does require a Psychometric test. We are using the PIAV test developed by TTI, which has proven to be effective. The cost significantly reduces when dealing with large numbers.
Interestingly, TTI is the first company to develop and introduce computerized and personalized reports. They are currently conducting a program in Chennai for the first time.
Course Name: CPBA - Certified Professional Behavioral Analyst
Venue & Date: Le Royal Meridien, Chennai. 3rd & 4th August '07
Cost: 12,000 + taxes for one person, and 10,000 for two or more.
This program has been found very useful by trainers, HR personnel in various fields, recruiters, and heads of institutions. Please feel free to contact me for any clarifications. Sujatha - 98408 54301. Also, kindly inform individuals who would benefit from this program. Please read the attachment for details on the course and cost.
TTI - Target Training International, LTD.
From India, Bhilai
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You have a very unique name. The recruitment process does require a Psychometric test. We are using the PIAV test developed by TTI, which has proven to be effective. The cost significantly reduces when dealing with large numbers.
Interestingly, TTI is the first company to develop and introduce computerized and personalized reports. They are currently conducting a program in Chennai for the first time.
Course Name: CPBA - Certified Professional Behavioral Analyst
Venue & Date: Le Royal Meridien, Chennai. 3rd & 4th August '07
Cost: 12,000 + taxes for one person, and 10,000 for two or more.
This program has been found very useful by trainers, HR personnel in various fields, recruiters, and heads of institutions. Please feel free to contact me for any clarifications. Sujatha - 98408 54301. Also, kindly inform individuals who would benefit from this program. Please read the attachment for details on the course and cost.
TTI - Target Training International, LTD.
From India, Bhilai
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Dear Pratika,
Hi, I am Pratika working with Elecon Group of Companies at Vidyanagar. I handle recruitment and want to design a psychometric test for recruiting employees where we can assess individuals' aptitude and personality. Please help me if you have any such questionnaire and how it should be scored and evaluated.
Regards, Pratika
Dear Pratika,
Hi, I appreciate your innovativeness and wish to do something that exceeds expectations. If you don't mind, then let me ask, "do you honestly wish to design a psychometric tool, or do you need a ready-made tool that can meet your expectations?"
If you want a generic tool, you can approach any consultancy. Some popular psychometric tests require specific qualifications to administer and interpret them.
If you want to design a customized tool where you can have confidence in administration and interpretation, and if you want to learn by yourself, then I may be of help.
Best of luck.
Arvind Singh 09213998535
From India, New Delhi
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Hi, I am Pratika working with Elecon Group of Companies at Vidyanagar. I handle recruitment and want to design a psychometric test for recruiting employees where we can assess individuals' aptitude and personality. Please help me if you have any such questionnaire and how it should be scored and evaluated.
Regards, Pratika
Dear Pratika,
Hi, I appreciate your innovativeness and wish to do something that exceeds expectations. If you don't mind, then let me ask, "do you honestly wish to design a psychometric tool, or do you need a ready-made tool that can meet your expectations?"
If you want a generic tool, you can approach any consultancy. Some popular psychometric tests require specific qualifications to administer and interpret them.
If you want to design a customized tool where you can have confidence in administration and interpretation, and if you want to learn by yourself, then I may be of help.
Best of luck.
Arvind Singh 09213998535
From India, New Delhi
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Hope this will help you
For designing a psychometric test
1. Figure out what you want to test for (set your criteria for test). See what the symptoms are and find out what its related to.
2. Define the criteria in operational form. Try to remove its abstractness and subjectivity at maximum. Definition must be specific and measurable.
3. Before you start you want to have some evidence that the trait you're testing for isn't a figment of your imagination.
4. Identify the parameters (critical factors) that are responsible for having influence in your defined criteria.
5. Make up a long list of items--at least 3 or 4 times as many as you want to test to include at the end. Make sure the questions don't have excessive "face validity" (meaning, don't make them too obvious!) If the questions are obvious, the results will reflect self-image, or the image the test taker wants to project, and so it won't necessarily be accurate.
6. Give the questions to both groups and compare the results. This will take some statistical analysis, but all the necessary tools are available in Microsoft Excel and, anyway, don't require any math more complex then high-school algebra.
7. If a question is answered in significantly different ways by the two groups, keep it. If not, then drop it. Also, check the questions across groups for factors--see if the same people tend to answer a group of questions the same way. That indicates that those questions are picking out a particular trait distinct from the one you're after. This is a little tricky, because a "factor" in your test could be one of several things: an irrelevant confounding factor, another personality trait that's related, but not identical, to what you're studying, or a subset of your test.
8. Take your final draft of the test and give it to another group of people. Look at the distribution of scores to figure out a scale that usefully identifies the trait you want to test. If you found useful factors, you might create a main score and a couple of sub-scores.
9. Actually, designing a psychological test IS difficult. Measuring individual differences, such as personality traits or intelligence, is fraught with potential pitfalls.
10. It is vital that any test is administered in a standardized testing situation and is scored using the same scoring and interpretation procedure each time. If these things were not held invariant, then test results would be chaotic even if it was reliable, valid, and free from bias.
09213998535
From India, New Delhi
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For designing a psychometric test
1. Figure out what you want to test for (set your criteria for test). See what the symptoms are and find out what its related to.
2. Define the criteria in operational form. Try to remove its abstractness and subjectivity at maximum. Definition must be specific and measurable.
3. Before you start you want to have some evidence that the trait you're testing for isn't a figment of your imagination.
4. Identify the parameters (critical factors) that are responsible for having influence in your defined criteria.
5. Make up a long list of items--at least 3 or 4 times as many as you want to test to include at the end. Make sure the questions don't have excessive "face validity" (meaning, don't make them too obvious!) If the questions are obvious, the results will reflect self-image, or the image the test taker wants to project, and so it won't necessarily be accurate.
6. Give the questions to both groups and compare the results. This will take some statistical analysis, but all the necessary tools are available in Microsoft Excel and, anyway, don't require any math more complex then high-school algebra.
7. If a question is answered in significantly different ways by the two groups, keep it. If not, then drop it. Also, check the questions across groups for factors--see if the same people tend to answer a group of questions the same way. That indicates that those questions are picking out a particular trait distinct from the one you're after. This is a little tricky, because a "factor" in your test could be one of several things: an irrelevant confounding factor, another personality trait that's related, but not identical, to what you're studying, or a subset of your test.
8. Take your final draft of the test and give it to another group of people. Look at the distribution of scores to figure out a scale that usefully identifies the trait you want to test. If you found useful factors, you might create a main score and a couple of sub-scores.
9. Actually, designing a psychological test IS difficult. Measuring individual differences, such as personality traits or intelligence, is fraught with potential pitfalls.
10. It is vital that any test is administered in a standardized testing situation and is scored using the same scoring and interpretation procedure each time. If these things were not held invariant, then test results would be chaotic even if it was reliable, valid, and free from bias.
09213998535
From India, New Delhi
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The attached is a good test I got it from the net then I worked hard to get the key. You may review same and comment back thanks for all
From Egypt, Cairo
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From Egypt, Cairo
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I mean How to do the analysis? can calculate the scores but how to decide that which score is good or ? regards Pawan
From India, Madras
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From India, Madras
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Dear Arvind,
Thank you so much for such an important piece of information. We want to design a complete test not only for the recruitment purpose but also to map the competencies of our employees and identify potential candidates who can be entrusted with higher responsibilities. We need an entire module where we can design the program.
It appears that you are involved in these kinds of activities. Could you please send me your detailed profile so that we can contact you? If Management approves, we can plan out further actions.
I am eagerly waiting for your response.
Regards,
Pratika
From India, Ahmadabad
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Thank you so much for such an important piece of information. We want to design a complete test not only for the recruitment purpose but also to map the competencies of our employees and identify potential candidates who can be entrusted with higher responsibilities. We need an entire module where we can design the program.
It appears that you are involved in these kinds of activities. Could you please send me your detailed profile so that we can contact you? If Management approves, we can plan out further actions.
I am eagerly waiting for your response.
Regards,
Pratika
From India, Ahmadabad
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Hi Pratika,
Have you found a solution? Please keep the members informed about the solutions you have adopted.
If you are interested in incorporating assessment tools into the process, you can contact me at pravarra@gmail.com.
Have a great day!
Sujatha
From India, Bhilai
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Have you found a solution? Please keep the members informed about the solutions you have adopted.
If you are interested in incorporating assessment tools into the process, you can contact me at pravarra@gmail.com.
Have a great day!
Sujatha
From India, Bhilai
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If your organization uses psychometric tests then answer the following questions:-
Psychometric Questionnaire for HR Managers
Name (optional) :
Designation :
Company :
1) Are you aware of the use of psychometric tools / tests for various HR functions, by HR personnel all over the world?
Aware
Not aware
2) Is your Organization using any psychometric test for any HR function?
Yes
No
3) If no, do you plan to use any psychometric tool / test in future?
Yes
No
Cant say
Why are you not using any psychometric tool now?
4) If yes, which tool/s is/are being used by your organization?
5) What are the means of conducting psychometric tests?
A. WRITTEN
B. Q AND A
C. INTERVIEW
D.ONLINE
E. DISCUSSION
F. EMAIL
G. OTHERS
6) For which HR function is your organization using these psychometric tests?
Recruitment and selection,
Training and development
Counseling,
Feedbacks,
Appraisals,
Behavior analysis,
Competency mapping
For building career paths of employees
Talent Development
7) Is your organization satisfied with the result generated by using these tools/tests?
Yes
No
cant say
8) Do you plan to use any other psychometric tool/test in near future?
Yes
No
cant say
If yes, what are the tools?
9) At what level do you usually use these psychometric tests (managerial, supervisory etc?)
Lower
Top and middle
All
10) How do you ensure reliability and validity in your tests?
11) Is your organization aware of the various ethical issues involved in the use of psychometric testing?
Yes
No
12) Do you have qualified professionals for administering and generating results from these tools or you have outsourced the process?
In-house
Outsource
13) What is the perceived objectivity of conducting a psychometric test?
14) How useful is information on psychometric testing for assessing changes in the demand for skills?
15) Any suggestions
I'll be highly obliged if I get the answer to the questions asked above. Looking forward to your reply
Thanking you
KANIKA SHARMA
From India, Chandigarh
Acknowledge(0)Amend(0)
Psychometric Questionnaire for HR Managers
Name (optional) :
Designation :
Company :
1) Are you aware of the use of psychometric tools / tests for various HR functions, by HR personnel all over the world?
Aware
Not aware
2) Is your Organization using any psychometric test for any HR function?
Yes
No
3) If no, do you plan to use any psychometric tool / test in future?
Yes
No
Cant say
Why are you not using any psychometric tool now?
4) If yes, which tool/s is/are being used by your organization?
5) What are the means of conducting psychometric tests?
A. WRITTEN
B. Q AND A
C. INTERVIEW
D.ONLINE
E. DISCUSSION
F. EMAIL
G. OTHERS
6) For which HR function is your organization using these psychometric tests?
Recruitment and selection,
Training and development
Counseling,
Feedbacks,
Appraisals,
Behavior analysis,
Competency mapping
For building career paths of employees
Talent Development
7) Is your organization satisfied with the result generated by using these tools/tests?
Yes
No
cant say
8) Do you plan to use any other psychometric tool/test in near future?
Yes
No
cant say
If yes, what are the tools?
9) At what level do you usually use these psychometric tests (managerial, supervisory etc?)
Lower
Top and middle
All
10) How do you ensure reliability and validity in your tests?
11) Is your organization aware of the various ethical issues involved in the use of psychometric testing?
Yes
No
12) Do you have qualified professionals for administering and generating results from these tools or you have outsourced the process?
In-house
Outsource
13) What is the perceived objectivity of conducting a psychometric test?
14) How useful is information on psychometric testing for assessing changes in the demand for skills?
15) Any suggestions
I'll be highly obliged if I get the answer to the questions asked above. Looking forward to your reply
Thanking you
KANIKA SHARMA
From India, Chandigarh
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Assessment Methods in Recruitment, Selection & Performance A Managers Guide to Psychometric Test.pdf
Psychometric Tools.xls