Scribd Logo
Upload

Welcome to Scribd!

  • 313 views

    Pemahaman Tes Psikometrik Online

    Uploaded by

    Edsel Qasswara
    Psychometric tests are psychological tests used by over 70% of large companies to objectively measure candidates' aptitudes, personalities, and interests. They assess abilities relevant to jobs like reasoning skills, are standardized so all candidates receive equal treatment, and can predict future job performance. Companies use psychometric testing for selection, training, development, and building effective teams. Test performance is interpreted by comparing individuals to norm groups or identifying preferred behavioral styles without comparisons. Candidates should prepare by practicing sample tests to reduce test anxiety.

    Copyright:

    © All Rights Reserved
    Download as DOC, PDF, TXT or read online from Scribd

    Pemahaman Tes Psikometrik Online

    Uploaded by

    Edsel Qasswara
    313 views4 pages
    Psychometric tests are psychological tests used by over 70% of large companies to objectively measure candidates' aptitudes, personalities, and interests. They assess abilities relevant to jobs like reasoning skills, are standardized so all candidates receive equal treatment, and can predict future job performance. Companies use psychometric testing for selection, training, development, and building effective teams. Test performance is interpreted by comparing individuals to norm groups or identifying preferred behavioral styles without comparisons. Candidates should prepare by practicing sample tests to reduce test anxiety.

    Original Description:

    tes psikometrik

    Original Title

    Pemahaman tes psikometrik online

    Copyright

    © © All Rights Reserved

    Available Formats

    DOC, PDF, TXT or read online from Scribd

    Did you find this document useful?

    Is this content inappropriate?

    Psychometric tests are psychological tests used by over 70% of large companies to objectively measure candidates' aptitudes, personalities, and interests. They assess abilities relevant to jobs like reasoning skills, are standardized so all candidates receive equal treatment, and can predict future job performance. Companies use psychometric testing for selection, training, development, and building effective teams. Test performance is interpreted by comparing individuals to norm groups or identifying preferred behavioral styles without comparisons. Candidates should prepare by practicing sample tests to reduce test anxiety.

    Copyright:

    © All Rights Reserved
    Download as DOC, PDF, TXT or read online from Scribd
    Download as doc, pdf, or txt
    313 views4 pages

    Pemahaman Tes Psikometrik Online

    Uploaded by

    Edsel Qasswara
    Psychometric tests are psychological tests used by over 70% of large companies to objectively measure candidates' aptitudes, personalities, and interests. They assess abilities relevant to jobs like reasoning skills, are standardized so all candidates receive equal treatment, and can predict future job performance. Companies use psychometric testing for selection, training, development, and building effective teams. Test performance is interpreted by comparing individuals to norm groups or identifying preferred behavioral styles without comparisons. Candidates should prepare by practicing sample tests to reduce test anxiety.

    Copyright:

    © All Rights Reserved
    Download as DOC, PDF, TXT or read online from Scribd
    Download as doc, pdf, or txt
    of 4

    Employability Office

    The Use of Psychometric Tests in Selection and Recruitment


    What are Psychometric Tests?
    The British Psychological Society definition of a psychometric test:
    'a psychological test is any procedure on the basis of which inferences are made
    concerning a person's capacity, propensity or liability to act, react, experience, or
    to structure or order thought or behaviour in particular ways'.
    Who uses psychometric tests?
    Large, medium, and an increasing number of small firms use psychometric tests.
    Over 70 % of larger companies are currently using psychometric tests to gather
    vital information from potential and current employees. More and more
    companies are using psychometric tests for:
    graduate recruitment
    filtering out candidates when there are large numbers of applicants
    Over 70% of large companies use them in their recruitment process and small
    companies are using them increasingly.
    They are also used to assess existing employees for:
    training and staff development needs
    promotion
    What do psychometric tests measure?
    Psychometric tests may measure aptitude, personality or interests:
    Aptitude Tests these measure how people differ in their ability to perform or
    carry out different tasks. (these are the type you are most likely to find at the
    first stage of a selection process).
    Interest Tests these measure how people vary in their motivation, in the
    direction and strength of their interests, and in their values and opinions
    (these are less likely to be used on new graduates but are sometimes).
    Personality Tests these measure how people differ in their style or manner
    of doing things, and in the way they interact with their environment and other
    people (personality).
    Whereas aptitude tests measure your maximum performance capacity, the other
    tests examine typical or preferred behaviour.
    1

    Why use psychometrics in an employment setting?


    The main advantages of using psychometric tests are:

    Objectivity - they dramatically reduce bias and personal perspective.


    Clarity - they provide a robust framework and structure.
    Equality and fairness for all individuals (tests are standardised so that all
    individuals receive the same treatment).
    Increase the likelihood of being able to predict future job performance (they
    have a high level of predictive validity).
    The identification of training needs.
    Encourage employers to do thorough job analysis in order to identify
    appropriate skills and abilities. This helps to ensure that candidates for a
    position are assessed on skills only relevant to the job.

    What are psychometric tests used for?


    Some uses of psychometric tests are:

    Selection of candidates to jobs


    Personal development/identification of training needs/staff development
    Careers guidance
    Building and developing teams

    How do we interpret psychometric tests?


    Depending on the structure of the assessment, there are two different methods of
    interpretation:
    1. Make comparisons between the individual and a reference group (for
    instance, the general national population of third year undergraduates). This
    type of external reference is used frequently in personnel selection to
    distinguish between candidates in terms of their numerical, verbal and
    abstract reasoning ability as well as personality. This type of reference group
    is called a norm group due to its relationship to the normal curve.
    The Normal Distribution Curve

    2. Some psychometrics are internally rather than externally referenced, asking


    respondents to make a choice of preferred styles of behaviour - no
    comparison group is used.
    Taking part in psychometric testing?
    Psychometric tests are usually delivered in formal 'examination-type'
    circumstances and under strictly timed conditions. Candidates are on separate
    tables and not allowed to converse with each other. Candidates are given
    standardised instructions and usually at least one practice question. The answer
    sheet is handed in and scored either then or later. Feedback should always be
    given.
    Clearly these circumstances can be a little frightening so it is advisable to
    practice being tested where possible to learn to overcome 'nerves' which might
    interfere with performance particularly for aptitude tests which usually depend on
    how many accurate answers the candidate achieves in the allocated time.
    Preparing for Psychometric Tests
    USEFUL WEBSITES ON PSYCHOMETRIC TESTING
    Websites with Practice Psychometric Tests
    www.ase-solutions.co.uk/support.asp?id=62
    www.psychtesting.org.uk
    www.faststream.gov.uk
    www.ets.org
    www.mba.com/mba/default.htm
    www.windmillsprogramme.com
    www.targetjob.com/testingzone

    Other Resources
    Published Materials
    Career, Aptitude & Selection Tests, J Barrett, Kogan Page
    How to Pass Graduate Recruitment Tests, M Byron, Kogan Page

    How to Pass Selection Tests, M Byron, S Modha, Kogan Page


    How to Succeed in Psychometric Tests, D Cohen, Sheldon Press
    How to Pass Civic Service Qualifying Tests, M Byron, Kogan Page
    How to Pass Verbal Reasoning Tests, H Tolley & S Thomas, Kogan Page
    How to Pass Computer Selection Tests, S Modha, Kogan Page
    How to Master Personality Questionnaires, M Parkinson, Kogan Page
    Test Your Own Aptitude, J Barratt, G Williams, Kogan Page
    How to Win at Aptitude Tests, P Pelshenke, Thorsons
    Interviews Made Easy, M Parkinson, Kogan Page
    Other Materials
    Psychometric Tests CD Vol. 1 The Times
    Civil Service for examples of Fast Stream assessments:
    www.faststream.gov.uk
    Saville and Holdsworth, Web Site: www.shldirect.com/candidate/default.htm
    Saville and Holdsworth, GAP Practice Leaflet
    NFER Nelson, GAT, A Test Takers Guide

    You might also like