Psychometric Testing
PERSONALITY
Traits view of personality: we are born with the
personality that we display through our behavior in
various situations e.g. shy, outgoing, tense, extroverted
The big five personality factors
Introversion extroversion
Consideration, agreeableness,
Conscientiousness, carefulness
Emotional stability, anxiety, neuroticism
Intelligence, inquiry, openness to experience
PERSONALITY TRAITS
The Prime-Five factors are:
Extraversion: Personality dimension describing
someone -sociable, gregarious and assertive
Agreeableness: Personality dimension that
describes someone who is good-natured,
cooperative and trusting
PERSONALITY TRAITS
Conscientiousness: Personality dimension that
describes someone who is responsible,
dependable, persistent, and organized
Emotional Stability: Personality dimension that
characterizes someone as calm, self-confident,
secure versus nervous, depressed, and insecure
Openness to Experience: A personality
dimension that characterizes someone in
terms of imaginativeness, artistry, sensitivity,
and intellectualism
Personality Traits
PERSONALITY TRAITS
Myers-Briggs Type Indicator (MBTI) : A test that
taps four characteristics and classifies people
into one of the sixteen personality types
3 Classification:
- E or I (extroverted or introverted)
- S or N (sensing or intuiting)
- T or F (thinking or feeling)
- P or J (perceiving or judging)
WHAT IS MBTI?
A personality inventory developed by Isabel
Myers and Katherine Briggs
Designed to make C.J. Jungs theory of
psychological types accessible and practical.
Internationally used (thirty-three translations).
Provides a four letter code for identifying type
dynamic patterns.
HOW MBTI HELPS?
Enhances personal understanding of interests
Clarifies personal choices & Enhances spiritual development
Focuses on positive behaviors and gifts & Identifies
communication styles
Encourages the valuing of differences
Enriches teaching and learning
Helps couples strengthen their relationship
MBTI IN ORGANIZATIONS
Team building
Leadership development
Career planning
Executive and management coaching
Organizational change efforts
MBTI IN ORGANIZATIONS
Improve communication
Better use of individuals talents
Identify process or decision making strengths
and blind spots
Improve teamwork
Facilitate change management
Assist with conflict resolution
= Extraverted thinking
with sensing
= Extraverted thinking
with intuition
= Introverted thinking
with sensing
= Introverted thinking
with intuition
= Extraverted feeling
with sensing
= Extraverted feeling
with intuition
= Introverted feeling
with sensing
= Introverted feeling
with intuition
16 Personality Types Under MBTI
= Extraverted sensing with
thinking
= Extraverted sensing with
feeling
= Introverted sensing with
thinking
= Introverted sensing with
feeling
= Extraverted intuition
with thinking
= Extraverted intuition
with feeling
= Introverted intuition
with thinking
= Introverted intuition
with feeling
16 Personality Types Under MBTI
PERSONALITY AS THE SELF
The term self has two meanings -
The self concept or self image:
Attitudes, feelings, perceptions and
evaluations of self as an object (Hall
and Lindzey, 1970)
PERSONALITY AS THE SELF
The second set of meanings relate to self
as a process - Psychological processes
which are executive functions
PSYCHOLOGICAL PROCESSES AS EXECUTIVE
FUNCTIONS
Processes by which an individual manages and
copes
Thinks, remembers, perceives and plans
Self-construct is a combination of self as an
object and self as a process
SELF CONCEPT: THE I AND ME
3 Self is the core of ones conscious
existence
3 Awareness of self is referred to as ones
Self-Concept
3 Self-concept: Persons self perception as a
physical, social and spiritual being
3 Since we have a self-concept, we recognize
ourselves as distinct human beings
SELF CONCEPT: THE I AND ME
Self concept would be impossible without the
capacity to think - cognition
Cognitions represent any knowledge, opinion
or belief about the environment, about oneself
or about ones behavior
Cognition plays a central role in social
perception and successful self-management
THE SELF CONCEPT: SELF ESTEEM
Self esteem
A belief about ones self worth based on an
overall self-evaluation
Feelings of self-esteem are shaped by our
circumstances and how others treat us
THE SELF CONCEPT: SELF EFFICACY
Self-efficacy is a persons belief about his or her
chances of successfully accomplishing a specific
task
Self-efficacy arises from the gradual
acquisition of complex cognitive, social,
linguistic and / or physical skills through
experience
THE SELF CONCEPT: SELF EFFICACY
Childhood experiences have a powerful
effect on a persons self-efficacy
The relationship between self-efficacy and
performance is a cyclical one
Efficacy refers to performance cycles
which can spiral upwards towards success
or downward toward failure
The Self Concept: Self Efficacy
THE SELF CONCEPT: SELF EFFICACY
Strong linkages found between high self
efficacy expectations and success in
Widely varied physical and mental tasks
Anxiety reduction
Addiction control
Pain tolerance
Illness recovery and
Avoidance of sea sickness in naval cadets
THE SELF CONCEPT: SELF EFFICACY
Chronically low self-efficacy is
associated with a condition called
Learned Helplessness, the severely
debilitating belief that one has no
control over ones environment
DEVELOPMENT OF PERSONALITY AND SOCIALIZATION
THEORIES OF PERSONALITY
The human personality is influenced by heredity,
environment, maturation, and learning
There are various physiological and
psychological stages that have contributed to
the development of human personality
DEVELOPMENT OF PERSONALITY AND SOCIALIZATION
THEORIES OF PERSONALITY
However, many modern psychologists are of the
opinion that personality development is a
continuous process and that the sequence
depends mainly on the learning opportunities
available
ADULT LIFE STAGES
Levinson believed that there was little
variability, say, a maximum of two to three
years in the four identifiable stable periods
ADULT LIFE STAGES
Stepping into the adult world - between the ages 22
to 28
Settling down - between the ages 33 to 40
Stepping into middle adulthood - between the ages
45 to 50
Culmination of middle adulthood - between the ages
55 to 60
HALLS MODEL ON CAREER STAGES
The first stage is the exploration stage
The new employee seeks an identity
Undergoes continuous self-examination and
role tryouts
HALLS MODEL ON CAREER STAGES
The second stage is the establishment stage
Where the employee begins to settle down and
Experience a need for intimacy
The third stage is the maintenance stage
Where the employee reaches a highly productive
plateau and
Feels the need to contribute something for the
next generation
Halls Model on Career Stages
HALLS MODEL ON CAREER STAGES
The last stage is the decline stage
Here the person experiences the need for
integrity or
The need to feel satisfied with ones career
FROM IMMATURITY TO MATURITY (ARGYRIS)
Argyris proposed that human personality
moves along a continuum from immaturity as
an infant to maturity as an adult
Subordinate position
Lack of self-awareness
FROM IMMATURITY TO MATURITY (ARGYRIS)
Immaturity characteristics
Passivity
Dependence
Few ways of behaving
Shallow interests
Short time perspective
PERSONALITY
Immaturity to Maturity (Chris Argyris )
Activity
Independence
Diverse behavior
PERSONALITY
Immaturity to Maturity (Chris Argyris)
Deep interests
Long time perspective
Super ordinate position
Self-awareness and control
PERSONALITY AND STRESS
Research based evidence infers that high and
low stressed individuals differ in terms of
their personality characteristics
That outer- directed individuals are more
adjusting and reality-oriented than inner-
directed
That personality characteristics are
associated with stress generated diseases
PERSONALITY TESTS
Eysenck Personality Questionnaire measures extroversion,
neuroticism (or emotional stability) psychoticism
The 16 PF (Catell), measures 16 personality factors :
submissiveness (mild, humble, easily led, docile,
accommodating); self-assurance (placid, serene, secure,
complacent); tender-mindedness (sensitive, clinging, over-
protected)
PERSONALITY TESTS
The Occupational Preference Questionnaire measures 30
personality dimensions: caring, emotional contro,
forward planning among others
An Extract from Fundamentals of Human Resource Management 2
nd
Edition, Gary Dessler Pg:197
Psyche = Mind
Metric = To Measure
What are psychometric tests?
What are psychometric tests?
A standardised sample of behaviour which can be
described by a numerical scale or category system
(Cronbach)
A psychological test used in the world of work
(Saville and Holdsworth)
A psychological test is any procedure on the basis
of which inferences are made, concerning a
persons capability, propensity or liability to act,
react, experience, or structure or order thought or
behaviour in particular ways (BPS)
Why do Employers use them?
Fair and objective measure of a skill/ability or
the potential to acquire it
Gives a more rounded picture of suitability
for a role
Objectively compares candidates
performance with norm levels for a similar
population
Reliable predictor of how well someone is
likely to perform in a given job/professional
exams
Advantages for Employers
Less subjective than an interview
Fairer, more objective decision making
through use of standardised tests
Online testing = greater cost efficiency
Provides evidence of skills not easily
obtained from other elements of the
recruitment process
When are Psychometric Tests
Used?
At different stages of the Recruitment
process
As part of application process
On the assessment day
Can vary between paper and online tests
Different tests can be used at different
stages
Main types of psychometric tests
Ability/Aptitude Tests
(usually verbal, numerical
and diagrammatic)
Personality Inventories
(questionnaires)
Situational Judgement Tests
Career matching software
(like Prospects Planner)
You may get a practice leaflet or online practice
questions
Exam conditions and strictly timed, standardised
instructions
Answers definitely right or wrong
Answers scored and compared with appropriate
norm group
Types of tests are usually:
Numerical
Logical Reasoning (Also known as Diagrammatic/Inductive)
Verbal Reasoning
Aptitude tests what to expect
Numerical Tests
What are they?
Require you to make decisions or inferences from numerical data,
presented in reports, graphs and tables.
Usually just require HSE level maths as uses more analytical
skills than technical maths skills.
Requires you to demonstrate your ability to plan, prioritise and
analyse data, see trends and follow numerical reasoning and logic.
These skills are relevant to a range of functions that require
working with money or finance, also general management,
finance and sales to data processing.
Numerical Tests
Example
Numerical Tests
How to prepare
Remind yourself of the basics of mathematics, such as
percentages, ratios, fractions, currency conversions etc
Read the financial section of a quality newspaper . It will help
familiarise you with financial and numerical information
Practise doing maths puzzles .
Take a practice test to help you get used to the format and time
pressure
Check if you are allowed to use a calculator or not if not practice
doing sums without one
Measure your ability to reason with and to evaluate the logic of verbal
information.
The process is similar to the skills required to summarise large reports
and extract verbal data at meetings . It's very relevant for roles that
require analysis of verbal information.
You are usually provided with a passage of information and required to
evaluate a set of statements by selecting one of the following possible
answers:
A True
B False
C Cannot Say
Verbal Reasoning Tests
What are they?
Many organisations find it beneficial to employ students over the summer.
Permanent staff often wish to take their own holidays over this period.
Furthermore, it is not uncommon for companies to experience peak workloads in
the summer and so require extra staff. Summer employment also attracts
students who may return as well qualified recruits to an organisation when they
have completed their education. Ensuring that the students learn as much as
possible about the organisation encourages interest in working on a permanent
basis. Organisations pay students on a fixed rate without the usual entitlement
to paid holidays or sick leave.
Statement 1 - It is possible that permanent staff who are on holiday can
have their work carried out by students.
A = True B = False C = Cannot Say
Verbal Reasoning Tests
Example
Many organisations find it beneficial to employ students over the summer.
Permanent staff often wish to take their own holidays over this period.
Furthermore, it is not uncommon for companies to experience peak workloads
in the summer and so require extra staff. Summer employment also attracts
students who may return as well qualified recruits to an organisation when
they have completed their education. Ensuring that the students learn as
much as possible about the organisation encourages interest in working on a
permanent basis. Organisations pay students on a fixed rate without the usual
entitlement to paid holidays or sick leave.
Statement 2 Students are subject to the organisations standard
disciplinary and grievance procedures.
A = True B = False C = Cannot Say
Verbal Reasoning Tests
Example
Read newspapers, journals, reports and
books
Have a go at solving verbal reasoning
puzzles for example crosswords or word
finding games
Practice reading passages of information
and summarising the key points
Verbal Reasoning Tests
How to prepare
Also known as Diagrammatic/Abstract or Inductive reasoning tests
Not impacted by an individuals numerical or verbal ability
This sort of reasoning is relevant for jobs which require the capacity to
learn new things and work through complex problems in a logical,
systematic and analytical manner
Measure the ability to work flexibly with unfamiliar information and find
solutions.
People who perform well on these tests tend to have a greater capacity to
think conceptually as well as analytically.
Logical Reasoning Tests
What are they?
Logical Reasoning Tests
Examples
What comes next in the sequence?
Play logical reasoning games such as
Sudoku
Think about the logical steps you take
when planning something such as a
holiday
Play strategy games such as drafts or
chess and plan your next moves
Logical Reasoning Tests
How to prepare
Aptitude Tests - tactics
Follow instructions carefully & clarify if unclear
Make sure you understand answers to example questions
Work quickly and accurately if being timed
Skip questions if you are stuck and go back and answer them
if you have time at the end
Mark your best choice but avoid wild guessing if you are not
sure
Tests not usually designed to be completed
Score = correct answers in time allowed
Make sure you have a watch/timer to hand
Assess how a candidate might typically behave in
particular work situations
Help provide a broader picture of how well you might
be suited to a particular job/culture/organisation
No right or wrong answers, only YOUR answers
Usually no time limits, but dont spend too long
give your most natural answer
Personality Inventories
What are they?
Personality Inventories
Examples
Least Most
A) I quickly reach a decision
B) I feel at ease with new people
C) I take care to follow rules
D) I have highly original ideas
Personality Inventories
Tactics
Avoid the socially desirable response be honest. Many
questionnaires check for consistency in response
Dont worry if some questions do not seem relevant
Make sure you answer as many questions as possible
Results can sometimes be discussed in interview
Results usually only part of process alongside other elements,
e.g. interview, assessment exercises
Situational Judgement Tests
What are they?
Assess how well suited people are for particular
roles and environments.
Realistic employment situations
You are given a number of scenarios and for each
you are then provided with a number of response
options to choose from. You need to select the
option which best reflects how you would behave
in that situation.
Situational Judgement Tests
Examples
You are working in a BPO for a major US telecommunications company.
You have received a call from a customer who has been waiting in for an
engineer who has failed to arrive within the scheduled time slot. The
customer is upset and is talking in a raised voice. Of the following
options indicate which would be the most effective and which the least
effective action to take first of all:
1) Apologise to the customer and say you will arrange for a re-scheduled
appointment.
2) Listen to the customers feedback and tell them that you can understand why
they are upset and that it must be very inconvenient for them.
3) Explain that the engineer has a very busy schedule and its difficult for her to
always be on time but youre sure she will arrive soon.
4) Ask the customer to hold while you contact the engineer to establish where she
is.
No particular training or knowledge required
Use Practice Tests if available
Read each scenario thoroughly
Evaluate according to information given
Do not make assumptions
Keep competencies assessed in mind however
answer honestly
Situational Judgement Tests
How to Prepare
E Tray Exercises
Timed Test involving reading and giving a response
to a series of email messages and requests.
Usually a choice of response options triggering
further emails based on the answer chosen.
E mails often include attachments.
Other data often given as a basis for the response
decisions.
Important to answer all emails received.
BEHAVIORAL INTERVIEWS
What lies behind us and what lies before us are
tiny matters compared to what lies within us.
-Oliver Wendell Holmes, American poet and novelist
A Behavioral Interview is one the most effective methods
to select the right candidate. It covers various topics such
as employee behavior, employee performance, discipline,
delegation, motivation and leadership. Also, it assists the
employer in making predictions about a potential
employee's future success. In this case, interviewers ask
very specific questions about real situations and it gives
them the chance to have details about the candidates
experiences and accomplishments in a particular event or
project.
A SAMPLE