Leadership Management, Recruitment, Talent Management,Talent Pipeline,Psychometric Testing etc.

1. UNDERSTANDING
PSYCHOMETRIC
TESTING
MEASURING HIDDEN TRAITS

2. OVERVIEW
 What is Psychometric Testing?
 Usefulness of Psychometric Testing
 Psychometric Selection Test Types
 Common Testing Tools
 Advantages & Disadvantages
 Myths/Realities
 References

3. WHAT IS PSYCHOMETRIC
TESTING?
 These are tests, exercises or questionnaires, designed
by psychologists, which measure cognitive, behavioral
and personality constructs of an individual.
 They are psychological measurements use to assess
knowledge, abilities, attitudes, education and
personality traits.

4. USEFULNESS OF PSYCHOMETRIC
TESTING
 They are used for recruitment and the selection process, alongside other assessment
methods to explore the match between the candidate and the role.
 To identify training and development needs.
 To provide information for use in coaching.
 For succession planning, to assess and develop future talent and leadership potential.
 And to profile individuals and teams to assist team selection and development such as
self-awareness, understanding and team communication.
 And in the workplace, to measure the performance and potential of current and future
employee.

5. PSYCHOMETRIC SELECTION TEST
TYPES
 Personality & Interest Test – this test
attempt to describe individuals by
identifying personality traits or type.
 Ability & Aptitude Test - this usual
designed to measure individual’s
performance and can be used to
access current as well as potential
performance levels.

6. COMMON PSYCHOMETRIC TEST
TOOLS
 Myers Briggs Type Indicator (MBTI)
 16 Personality Factors Sales Profile (16PF)
 FIRO-B
 Hogan Development Survey
 DiSC

7. ADVANTAGE & DISADVANTAGES
Advantages Disadvantage
Test is usual standardized so every
candidate gets the same questions and is
given the same opportunity
Some candidates do not always answer
questions truthfully
Different tests can be developed for
applicants, trainees and experienced
employee to determined suitability for
certain roles.
Does not guarantee success simply
because the candidate does well. This is
especially the case when assessing the
candidate’s personality
Confirmation of gut feelings you may have
had from face-to-face interactions - deeper
knowledge of the individual.
There are a number of tests that claim to
be “psychometric tests” but in fact are not.
If there is a lack of training in those giving
tests, they may not give job applicants the
correct test
Recruiting incumbent without biasness with

8. MYTHS/REALITIES

9. MYTHS/REALITIES
Myths Realities
Good quality psychometric tools must
be expensive
Psychometric tools are expensive due
to the absence of competition in the
market place
Psychometric testing is a transactional
service
Psychometric testing is a strategic
Psychometric tools should only be
interpreted by a psychologist
Psychometric tools can be interpreted
by anyone who has had the relevant
training.
If tests are objective anyone can
interpret them and therefore training is
unnecessary.
You need to be trained to make
psychometric tools really useful.
There needs to be an additional
charge for reporting.
You need only be charged once for
testing
It can be used to identify bad apple. It's intended to identify valuable
differences between normal, healthy
people, not to identify abnormal
personalities or assess morality.

10. REFERENCES
E-Books
LoveWorkLife. "Hiring the right person demystified: psychometrics in the digital age."
March 2014
Team Focus "Preparing for psychometric tests" September 2012
Search Engines
Google
Websites
www.personalitypathways.com/type_inventory.html
www.wikepedia.org
www.slideshare.com/Psychometric Test to Understand Behavior