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review 2016-07-08 18:47
8 Common Psychometric Tests Used for Screening Employees

Psychometric tests are being increasingly relied on to test or assess the personality of individuals, often conducted in the pre-hiring process. These are standard instruments for determining the characteristics, attitude and intelligence of individuals. Personality traits are understood through these tests, and this helps recruiters to find out whether a candidate has the skill sets needed for improving the productivity of the organization. Find out about 8 of the Psychometric Tests which are used most widely today.


Aptitude Tests


Such kinds of tests are used widely for evaluating the level of knowledge or ability of an individual in a specific domain. However, these are used most commonly for understanding the level of ability or intelligence of a person. The format can differ on the basis of the kind of Aptitude Test which is being used.


Knowledge Tests


These are designed for specific domains, like IT or engineering, and usually consist of multiple choices. This type of multiple-choice format evaluates the proficiency of the candidate in a specific area or domain.


Accuracy Tests


Candidates have to find out whether a numerical series in same or varied, within a very short time span. Accuracy test, also referred to as Checking Test, evaluates the ability of candidates to spot problems in a cluster, accurately and quickly.


Abstract or Inductive Reasoning Tests


It evaluates the ability of a subject to understand and deal with unknown information for problem solving. This is aimed at finding out how well a candidate is able to think, analyze and conceptualize. The format of this type of test includes finding out how to finish a sequence of symbols simply by taking a look at it.


Numerical Reasoning Tests


It evaluates the ability of a subject to examine and understand numeric data and calculate wherever needed. Currency conversions, trends, percentages and ratios are some of the topics which are dealt with. A multiple-choice test format is used.


Verbal Comprehension or Verbal Reasoning Tests


It evaluates the ability of a candidate to understand arguments or verbal descriptions and draw inferences by understanding their significance's. In verbal reasoning tests, the format includes reading a section or passage and then providing answers to questions with False, True or Can’t Say. The emphasis of verbal comprehension test is more on syntax, spelling and grammar.


Personality Questionnaire


This kind of questionnaire is created to know about the working process of candidates, and the ease with which they can fit in specific teams and working environments. A series of different statements are included in the test format, to which subjects have to answer “Yes” or “No”. They are also asked to choose the statements that describe them the most and the least.


Motivation Questionnaire


The aim of this kind of questionnaire is to find out what motivates a candidate, and using the information to improve the ambiance of the organization to boost satisfaction of employees and making them retain. The test format consists of a series of statements which candidates have to rate as whether improving each will motivate or de-motivate them. 

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review 2016-07-05 13:22
What are the Primary Advantages of Psychometric Assessments?

Psychometric testing and assessment is increasingly being used for the assessment of the aptitudes, values, work styles, personality and motivation of individuals in an organization. It is useful for hiring, retention and development of the best talent in companies. The importance of Psychometric can be understood the growing importance of pre-recruitment assessment in organizations. It also reflects the growing requirement for transparency and compliance by offering tools that make hiring and management extremely objective and effective. Find out about some of the primary advantages of Psychometric assessments before employment.


These are objective


There are quite a few flaws in the interview process, and evaluation of interviews can be very subjective. There are differences in the way an interviews distinguishes a great response from a good one. With a pre-recruitment assessment, the intuition of interviews can be supported or debunked. A valid Assessment Tool can offer an external and unbiased perspective which can be useful along with standard evaluation methods used in interviews.


These are cost-effective


Although assessments involve some expense, they can actually help save money. Hiring the wrong people can cost your organization in time, money and reputation. You will waste a lot of money and time in interviewing, training, salaries and other benefits, sub-par performance, retraining new recruits and losing superior employees to competing companies. With pre-hiring assessments, you can choose the right candidates, boost productivity and save money.


These improve recruitment process


With pre-employment assessments, you can find out the key areas you need to probe during interviews. You can improve the recruitment process by combining the information with proper behavioral interviewing skills. For instance, if a candidate is not found to very decisive during the assessment process, you can devote sections of the interview to finding out about the key decisions taken by the candidate in the past and the results for them.


These help increase success ratio


Using an assessment to compare your current best workers against the workers who are less effective, you can determine specific qualities which can indicate success in your organization. You can compare new candidates against this model and spot those who can be best for your company. With time, you can add more data to your decisions on hiring. This will automatically help boost the success ratio for your organization.


These are simple and user-friendly


This type of assessment has been designed to be simple enough to be effective for users. With forced-choice options, the competency of candidates can be assessed easily. The use of online testing ensures that more time is saved, and the results are easier and quicker to obtain than with numerous pen-and-paper tests. Basic assessments can take only around 15 minutes, as compared to written tests which take 1 – 2 hours to be completed.


These are transparent


Full transparency can be expected with these assessments, and supportive documents can be furnished to display how an assessment has been validated for your particular organization. Assessments can be made suitable for your specific type of industry, irrespective of whether you are in retail, management, services or any other type of industry. 

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review 2016-07-05 09:43
Hr Assessments | Psychometric Assessments

Hr Assessments - As an ‪‎HR Professional if you want to recruit the right candidate, take help of ‪Psychometric Assessment ‪Hiring.

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review 2016-07-01 18:06
Assessment Tools | Hr Assessment Tools - EForce InfoSystems

Are you an HR professional, an Executive or a Decision-Maker wishing to discover our Assessment Tools? Try out our Psychometric Tests for Free and see for yourself how reliable the results are.

Source: www.eforceinfosystems.com/services/psychometric/trial-offer
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review 2016-06-29 19:25
Personality & Attitude Test | Psychometric Personality & Aptitude Test

Psychometric Personality Test, Hr Personality Test, Personality Aptitude Test, Personality Tests, Personality And Competency Test, Personality and Attitudes Assessments

Source: www.eforceinfosystems.com/psychometric-assessment/personality-and-attitude
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