KB 32 Psychometric Testing

a human resource newsletter KNOWLEDGEBEANS

issue no 32 | March 2011

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After wasting hours of precious time, that perfect candidate is still nowhere near the horizon and the wearisome process begins again. Sounds absolutely painful, doesn’t it?

Well, here’s how video resumes jump to the rescue: - Save money and reduce time by pre-screening candidates - View interviews anytime anywhere - Evaluate candidates’ personalities and communications skills and talent spot them - Alleviate the monotony of looking through paper resumes

So employers, if you are still stuck on paper resumes – why waste your time? Embrace the digital media wave and hire the right person for the right job without hassle!


Prof. Vivek V. Phadke

PSYCHOMETRICS – TO FACILITATE DEVELOPMENT Prof. Vivek V. Phadke is HoD, Human Resources Management at Vishwakarma Institute of Management, Pune. He is passionate about studying human behaviour and is a graphologist. Having worked extensively on psychometric tools, he is currently working on a research article on the same topic.

As a selection tool, these tests can be applied at the early stages of selection to screen-out candidates who are likely to be a misfit for the job or, using a more sophisticated approach, to provide guidance on career progression, to existing employees. As the results of psychometric tests are used to influence such important personnel decisions it is vital that the tests themselves are known to produce accurate results based on standardized methods and statistical principles. Advantages of psychometric testing - They lead to judgments, possibly more valid than judgments made by other means - The information obtained from test, might take several months of knowing and working with a person to obtain by other means - They are likely to lead to considerable cost-benefits in the long term From the industry perspective, psychometric tests can only aid and inform a decision, the psychometric tests should ideally be used in conjunction with other tools i.e. performance appraisal outcomes and personal interview.

Psychometric testing today is applied in a wide variety of settings and is used for a varied range of purposes.

They are like the tests in any other science, as observations are made on a small yet carefully chosen sample of an individual’s behaviour. Psychometric tests include both personality tests as well as the aptitude tests and are in the form of self-reporting inventory or projective techniques. The indicative or predictive value of a psychological test depends on the degree to which it serves as an indicator of a relatively broad and significant area of behaviour. Psychometric tests aim to measure aspects of your mental ability or personality. Tests of this sort are devised by occupational psychologists and their aim is to provide employers with a reliable method of selecting the most suitable candidates, by providing an insight into how well you may work with other people, how well you handle stress, and whether you will be able to cope with the demands of the job etc.

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