Psychometric testing certification introduction
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The document provides a comprehensive overview of psychometric testing, covering its history, types, and relevance in recruitment. It emphasizes the importance of tests in predicting job performance and includes guidance on preparing CVs and interview skills. Key points about different types of tests—such as intelligence, personality, and aptitude tests—are discussed, along with methods for preparing application materials.
Psychometric testing certification introduction
- 1. Psychometric Testing and Interview Psychometric Testing – What’s involved How to prepare a CV from Scratch Interview Skills Networking
- 2. Dictionary: Psychometrics (n) ‘The branch of psychology that deals with the design, administration, and interpretation of quantitative tests for the measurement of psychological variables such as intelligence, aptitude, and personality traits.’
- 3. What is a psychometric test? A test is a standardized procedure for sampling behavior and describing it using scores or categories Most tests are predictive of some non-test behavior of interest Most tests are norm-referenced = they describe the behavior in terms of norms, test results gathered from a large group of subjects (the standardization sample) Some tests are criterion-referenced = the objective is to see if the subject can attain some pre-specified criterion. Psychometrics: An intro
- 4. A brief history Testing for proficiency dates back to 2200 B.C., when the Chinese emperor used grueling tests to assess fitness for office Psychometrics: An intro
- 5. Francis Galton Modern psychometrics dates to Sir Francis Galton (1822-1911), Charles Darwin’s cousin Psychometrics: An intro • Interested in (in fact, obsessed with) individual differences and their distribution • 1884-1890: Tested 17,000 individuals on height, weight, sizes of accessible body parts, + behavior: hand strength, visual acuity, RT etc • Demonstrated that objective tests could provide meaningful scores
- 6. James Cattell James Cattell (studied with Wundt & Galton) first used the term ‘mental test’in 1890 Psychometrics: An intro • His tests were in the ‘brass instruments’ tradition of Galton • mostly motor and acuity tests • Founded ‘Psychological Review’(1897)
- 7. Alfred Binet Goodenough (1949): The Galtonian approach was like “inferring the nature of genius from the the nature of stupidity or the qualities of water from those of….hydrogen and oxygen”. Psychometrics: An intro • Alfred Binet (1905) introduced the first modern intelligence test, which directly tested higher psychological processes (real abilities & practical judgments) • i.e. picture naming, rhyme production, weight ordering, question answering, word definition. • Also motivated IQ (Stern, 1914): mental ‘age’ divided by chronological age
- 8. Why are Psychometric test used? Predict job performance better than most other single selection methods Tests give objective information about candidates Measuring potential rather than attainment Free from cultural bias
- 9. The rise of psychometrics Lewis Terman (1916) produced a major revision of Binet’s scale Robert Yerkes (1919) convinced the US government to test 1.75 million army recruits Post WWI: Factor analysis emerged, making other aptitude and personality tests possible Psychometrics: An intro
- 10. Methods On-line Paper Based Exam conditions Accuracy and speed Marked against appropriate Norm group Reached required level
- 11. Results Normal distribution Percentile – you are better than X% in norm group T-Score – allows them to combine sores across tests Weighting – depends upon requirements of role
- 12. 2 + 2 = ? “Numeracy tests are useless; they test nothing.” (Manchester student)
- 13. AGR Survey 92% of employers considered psychometric testing to be a useful or very useful aid to the recruitment process. (Association of Graduate Recruiters survey)
- 14. The main types of tests Intelligence tests: Assess intelligence Aptitude tests: Assess capability Achievement tests: Assess degree of accomplishment Creativity tests: Assess capacity for novelty Personality tests: Assess traits Interest inventories: Assess preferences for activities Behavioral tests: Measure behaviors and their antecedents/consequences Neuropsychological tests: Measure cognitive, sensory, perceptual, or motor functions Psychometrics: An intro
- 15. The 10 most commonly used tests1.) Wechsler Intelligence Scale for Children (WISC) 2.) Bender Visual-Motor Gestalt Test 3.) Wechsler Adult Intelligence Scale (WAIS) 4.) Minnesota Multiphasic Personality Inventory (MMPI) 5.) Rorschach Ink Blot Test 6.) Thematic Apperception Test (TAT) 7.) Sentence Completion 8.) Goodenough Draw-A-Person Test 9.) House-Tree-Person Test 10.) Stanford-Binet Intelligence Scale From Brown & McGuire, 1976 Psychometrics: An intro
- 16. Psychometric Tests used in Recruitment 1. Ability or Aptitude Tests Verbal Numerical Logical 2. Personality or Interest Inventories
- 17. Why do employers use tests? To identify key abilities or personalities To support other selection tools
- 18. Selection Tools Tests are usually part of the selection process together with: application forms and CVs interviews group exercises presentations
- 19. Selection Methods - Advantages Application Forms... good for checking facts, demonstrating written communication skills Interviews... good for oral communication skills, quickness of thought, personality Psychometric Tests... good for measuring candidates’ abilities/personality against objective criteria (and other candidates)
- 20. Selection Methods – Disadvantages Application Forms.... measures ability to fill in form - not to do the job Interviews... intensely subjective, they might not like the look of you Psychometric Tests no good for seeing how an individual works with others
- 21. Characteristics of Tests Ability or Aptitude Tests Under exam conditions Usually timed Right and wrong answers Unusual to finish all questions Results compared with norm group
- 23. Complete the following sentence with the appropriate pair of words below Answer - A, B, C, D or E (Time allowed 20 seconds) Early….………..of hearing loss is …….….….by the fact that the other senses are able to compensate for moderate amounts of loss, so that people frequently do not know that their hearing is imperfect. A. discovery & indicated B. development & prevented C. detection & complicated D. treatment & facilitated E. incidence & corrected
- 24. Answer - C Next specimen question
- 25. Which number, below, is one quarter of the distance from 5.1 to 5.3 (Time allowed 40 seconds) A 5.125 B 5.15 C 5.2 D 5.25 E None of the above
- 26. Answer - B Next specimen question
- 27. The driving time for a 100 mile trip from Townsville to Cityville was two and a half hours. The return trip was made by the same route but at an average speed that was 50% faster. What was the total amount of driving time for the entire round trip? (Time allowed 1 minute) A 3hrs 45 minutes B 4hrs 10 minutes C 4hrs 16 minutes D 4hrs 45 minutes E 6hrs 15 minutes
- 28. Answer B 1st trip 100 miles in 2 hours 30 minutes = 40mph 2nd trip 50% faster = 60mph 100 miles at 60 mph = 1 hours = 1 hour 40 minutes⅔ 2 hours 30 minutes + 1 hour 40 minutes = 4hours 10 minutes Next specimen question
- 29. In the example given below, you will find a logical sequence of five boxes. Your task is to decide which of the boxes in the bottom row completes this sequence. To give your answer, select one of the boxes marked A to E. (Time allowed 30 seconds) ) [+ ) [ + +) [ + ) [ ) [+ A B C D E ) [+ ( [ + + ) [ ) [ + +( [
- 30. Answer - D Next specimen question
- 31. In the example given below, you will find a logical sequence of five boxes. Your task is to decide which of the boxes in the bottom row completes this sequence. To give your answer, select one of the boxes marked A to E. (Time allowed 30 seconds) A B C D E
- 32. Answer - B How did you do?
- 33. Characteristics of Tests Personality or Interest Inventories Not usually timed No right and wrong answers Contain internal checks for inconsistent answers Results in the form of a profile should be shared with candidate
- 34. Personality or Interest Inventories Example question Mark the statement most (M) like you and the one least (L) like you a) I don’t feel that time is wasted on planning b) I feel uneasy in the company of unconventional people c) If I’m annoyed with someone I don’t show it
- 35. Personality or Interest Inventories Example question Pick the statement that best describes you from each pair a) I try very hard b) I put everything in its place a) I want to be exciting b) I want to be successful a) I like to try new things b) I’d rather not work on my own
- 36. How to prepare Practise as much as possible Become familiar with test conditions Brush up basic maths - percentages, ratios, etc Use reference books in the Careers Service Use examples and practice tests on SHL & others’ websites https://thepsychometricworld.com/training-and-certifications/p Profiling for Success – On-line tests licensed for Manchester students; free of charge.
- 37. CVs and Covering Letters The purpose of theThe purpose of the CV is......CV is...... ......to get an interview
- 38. The Market It is very competitive An organisation might receive up to 100 applications per vacancy Typically, only about 10% to 15% gain an interview You don’t get a second chance
- 39. C.V. Facts or the myth of the perfect C.V. C.V.s should be _ pages long C.V.s should be in chronological order C.V.s should include referees’ names and addresses C.V.s should include - date of birth nationality sex marital status C.V.s take days to write and minutes to read
- 40. Types of CV Standard Skills based Academic
- 41. Task no: 1 - Self Assessment What have you got to offer ? Education Work Experience Activities and Interests
- 42. Task no: 1 - Self Assessment What have you got to offer ? Education Seminars Presentations Work Experience Camp America Waiter, local restaurant Activities and Interests Secretary - Badminton club Travel
- 43. Task no: 1 - Self Assessment What have you got to offer ? Education Seminars - presentation skills, working in a team, influencing others Work Experience Camp America - taking responsibility, patience, tact, sensitivity, creativity, leadership Activities and Interests Secretary, organising, persuading, Badminton club- motivating, numeracy
- 44. Three advanced suggestions Use strong words Quantify Stress personal involvement
- 45. Use strong words Words like: created, started, managed, designed, devised... NOT ‘My project was a study of local theatres’ BUT ‘ I organised an extensive survey of student use of local theatres. I arranged interviews with students, analysed the results and presented the information to my tutor
- 46. And ……Quantify ‘ I organised an extensive survey of student use of local theatres, involving over 1000 questionnaires. I arranged interviews with 80 students, analysed the results using Microsoft Excel and presented the information to my tutor’
- 47. Stress personal involvement and results NOT ‘We organised a charity fund raising event’ BUT ‘I was responsible for the publicity for a fund raising event which involved negotiating advertising with local companies and arranging posters on campus. We managed to raise £1000 for charity and over 800 students attended’.
- 48. Task no: 2 - What does the employer want ? Employers recruit against specific criteria These are usually set out in brochures or on their websites All require appropriate personal qualities It is not enough to claim certain skills, you must provide the evidence
- 49. Key Skills Requested By Graduate Recruiters Business focus, Drive and resilience, Task management, Career motivation, Leadership, Building relationships, Problem Solving, Making an Impact Communication, Teamwork and collaboration, Adaptability, Creative problem solving, Drive to achieve, Customer focus, Trustworthiness, Taking ownership, Passion for Business Customer focus, Achieving, Influencing, Thinking, Collaboration & Teamwork, Team Leadership, Self Management, Confidence, Commercial Awareness Problem solving, Achieving results, Communicating and influencing, Leadership, Drive and motivation, Building relationships Analytical Ability, Problem-solving skills, Communication skills, Interpersonal skills, Generic business awareness KPMG - The Co-operative - HSBC - Cancer Research UK - IBM
- 50. Key Skills Requested By Graduate Recruiters . IBM Communication, Teamwork and collaboration. Adaptability, Creative problem solving, Drive to achieve, Customer focus, Trustworthiness, Taking ownership, Passion for Business The Co-operative Customer focus, Achieving, Influencing, Thinking, Collaboration & Teamwork Team Leadership, Self Management, Confidence, Commercial Awareness KPMG Business focus, Drive and resilience, Task management, Career motivation, Leadership, Building relationships, Problem Solving, Making an Impact Cancer Research UK Problem solving, Achieving results Leadership. Drive and motivation, Communicating & influencing, Building relationships HSBC Analytical ability, problem-solving skills, communication and interpersonal skills and some generic business awareness.
- 51. Core skills employers look for Communication skills Organising ability Problem-solving Working in a team Drive and initiative Taking responsibility Working under pressure
- 52. Core skills employers look for Analytical skills Creativity Leadership Motivating others Planning Numeracy
- 53. When to use a C.V. When you are asked to ! When they say ‘apply in writing’ For speculative applications When networking
- 54. Covering letters This is your trailer to the main feature One page, A4, quality paper Should include two major themes: - Why you want the job (and organisation) - Why you are suitable
- 55. Covering letters Write to a named individual, if possible Tell employer what you are applying for (and where you saw it advertised) Be positive Emphasise your USPs, don’t simply copy CV End letter with spirit of expectation
- 56. CV’s SPELL CHECKER – A WARNING I like my new spell checker. It came with my PC. It plainly marques four my revue, Mistakes I can not sea. I’ve run these verses threw it, I’m sure your please two no. It’s letter perfect in its weigh, My checker tolled me sew.
- 57. Previous applications… “I enjoy practicing marital arts” “At secondary school I was a prefix” “In my spare time I enjoy hiding my horse” “I loathe filling in applications so much that I’ll give you details at the interview” “Special skills: Thyping” “Thank you for your consideration. Hope to hear from you shorty” “I have worked in the pubic sector……”
- 58. Previous applications… “I am someone who knows my own destiny, but I have no definite long term plans” “I am a conscious individual” “I have excellent memory skills, good analytical skills, excellent memory skills” Reason for leaving last job. “They insisted that all employees get to work by 8.45 every morning. I could not work under those conditions.” Problems faced: “I had no support so I compiled a letter to the client using trial and error.” Influencing people: “Recently my flatmates came to ask about whether the heating should
- 59. Previous applications… “Being a Virgoan, my sense of assertiveness and resilience has prompted me to continue with my ambition to be a solicitor in a major city law firm. I am also a seventh generation descendant of a Chinese princess and a Sulawesian warrior, which makes me both an amiable and energetic person”
- 60. INTERVIEWS 60
- 61. YOU SHOULD KNOW… 50% of those interviewed are rejected at the first round, so … First impressions count! 61
- 62. INTERVIEW CONCERNS How should I dress Arrival / greeting Taking items into the interview How should I sit To gesture or not to gesture Difficult questions - (later) 62
- 63. YOU NEVER GET A SECOND CHANCE TO MAKE A FIRST IMPRESSION “I travelled down to London for an important interview. The train was a little late so I just had enough time to get to the building and rush in. The interview seemed to go well and I felt confident until I visited the washroom on the way out. I had been reading the newspaper on the train and in my nervous sweaty state the newsprint must have rubbed off onto my hands It was now all over my face!” Chemistry Graduate 63
- 64. YOU NEVER GET A SECOND CHANCE TO MAKE A FIRST IMPRESSION - (CONTINUED) “One of my colleagues once found her interviewee asleep in the foyer. Getting enough sleep may be an important part of interview preparation, but this was taking it too far! On top of that the candidate demonstrated a sleepy laid back attitude throughout the interview, which didn’t go down very well either.” Geraldine Lyons - Mars 64
- 65. WHAT AN INTERVIEW IS .. A conversation with a purpose Adult Two way Science no, emotional yes 65
- 66. WHAT AN INTERVIEW ISN’T A scheme to humiliate you An interrogation Perfect 66
- 67. DIFFERENT TYPES OF INTERVIEW One to one Panel Sequential Telephone Conventional chronological Behavioural Situational Combination of all of the above 67
- 68. STRUCTURED INTERVIEWS Behavioural: Describe a time when you’ve ‘gone the extra mile’ in your dealings with another person Situational: You have just arrived at a clients office, only to discover you have left all of your notes back at the office what would you do?
- 69. DIFFICULT QUESTIONS Before the interview consider the following:- Personality The job The company/ competition Your achievements and skills / work experience Your strengths Your weaknesses Your questions
- 70. WHAT EMPLOYERS WANT Know what the employer wants Usually easy to identify Brochures, ads, presentations, company website. Do your homework – many applicants don’t… Emphasis on Attitude as well as Aptitude Being clever is not enough Employers look for characteristics which define you as somebody they want
- 71. THE PATH TO SUCCESS Know yourself What can you offer an employer? Give a rounded view: Education / Work Experience/Activities & Interests Assess critical incidents and identify what you have learned, the skills you developed Focus on knowledge, skills, abilities and RESULTS Have specific examples in mind: EVIDENCE
- 72. WORK EXPERIENCE “One candidate, when asked what she found challenging about her previous work experience, said that working in a fast food restaurant had taught her to ‘work with stupid people with stupid problems.’ I did not really feel she had the patience to deal with the average lay client Sally Marsden Pannone & Partners - Solicitors
- 73. THE COMPETITION “ I was being interviewed for a job on the Daily Express. I rashly claimed that the paper was ‘unlike the Sun, because only morons work for the Sun.’ At which point one interviewer turned to the other and said; ‘it’s been almost a year since we worked there hasn’t it?’” English Graduate
- 74. WHAT’S THE QUESTION? Interviewer: “Who would you most like to have dinner with; either living or dead.” Applicant: “ Preferably someone living.”
- 75. SUMMARY Prepare for success Practice with a friend Don’t underestimate the importance of first impressions Don’t panic They would like to give you the job Leave a good impression Be positive, enthusiastic, natural, honest, happy
- 76. The Networking Game….. Finding out about jobs & careers
- 77. Who is in the know ? – a look at the job market Adverts Agencies / Headhunters Contacts Internal moves & promotions 64% 22% 8% 6%
- 78. Creative Job Research What is Networking? A way of asking for help Information & advice A key way to find jobs or leads for jobs People do it all the time Getting a decent plumber / builder Getting help with an IT problem
- 79. Networking Most people want to help... Most people like to be asked for their advice.. a sign of recognition One good turn deserves another...you may be in a position to help them – your views / comments etc
- 80. Creative Information Hunting Networking leads to success.... Its all about being proactive …Contact organisations you are interested in and arrange to speak to them or meet with employers who visit campus and pick their brains Try it. It works. It takes time to succeed.....but once set up this skill can be developed and serve you well for years
- 81. Networking: Good things to ask How did you get into this occupation? What attracted you to this occupation? What is the progression of jobs from entry level to more senior positions? What is a typical day like for you? What skills, abilities and attitude do you need to be successful in this occupation? What changes do you see in this field in the next few years? How does your organisation tend to recruit? Do they ever take people for voluntary projects?
- 82. Everyone has Contacts Friends / relatives / neighbours Other students Tutors Work colleagues Employers - recruitment events, presentations, insight courses, mentoring programmes, careers consultants! But I don’t know anyone ...
- 83. What the Careers Service offers Guidance appointments • Advice on CVs & applications • Talks • Insight courses • Careers Fairs • Mock Interviews • Practice psychometric tests • Mentoring • Blogs • facebook • Resource centre • Graduate directories and take away information • Vacancy service and lots more………..
- 84. Thepsychometricworld Consulting Office: Banjara Hills, Road no. 12, 4thFloor, 12 Vaijanthi Towers, # 8-8-686/B/1,Hyderabad-34, Telangana , India Tel : 040-23386267/ 67074507 https://thepsychometricworld.com
- 85. THANKS FOR LISTENING! GOOD LUCK FOR THE FUTURE!