When considering the psychometric testing conjunction with certain theories, it can be used to identify the potential employees of the organizations. For example, McGregor’s theory X and theory Y can be used to identify the employees and managers inside the organizations who are willing to work and who dislikes to work. X type of people are always pessimistic and they dislike the work and little ambitious in work, while Y people are really motivated, willing to do the works and are reliable on their duties. As this theory is most accepted, the tests can be created in conjunction with this theory and assess the employee’s specific psychometrics (Griffin, 2010).
Table 1.0: McGregor’s Theory X and Theory Y
(Source: Griffin, 2010)
Certain organizations use different kinds of personality tests to assess the employees or candidates. As an example Heineken chose to evolve a pre-existing psychometric model which is named as Enneagram with their online recruitment campaign (Natividad,2016). One of the potential strengths of the Enneagram typology is its combination of explicit and implicit personality characteristics. Explicit personality is basically about aspects that are available to individual’s conscious awareness. It can be assessed by self-report questionnaire. With these self-reports, personality is always going to be analogous. But there is an unavailability of introspection (Asendorpf, Banse, & Muecke, 2002; Wilson & Dunn, 2004). Enneagram is a method to identify the workforce’s hidden potential and development needs. Therefore, it contributes to theoretical understandings of personality and practical applications.
The Myers-Briggs type indicator is another test that can be used to identify where an individual fall into four different oppositions which are sensing and intuition, thinking or feeling, Introversion or extroversion and judging and perceiving and comes with 16 different personality types. Around 80% of new hires of Fortune 500 companies have been administrated the MBTI in the past decade and so many other companies use this method. This method is designed to identify the individual’s innate preferences (Dullu, 2017).
Sixteen personality factor questionnaire which is known as 16PF devised in 1949 by psychologist Raymond cattell. There he speaks about 16 traits which we all possess in different degrees like warmth and tension. 16PF can give an employer a good idea on whether an individual can be counted on to finish the task or able to handle the high stress situations. This method basically focuses on practical situations rather than general personality traits (Dullu, 2017).
Anther theory is DISC theory which is based on normal behavior and a wellness model that is objective and descriptive rather than subjective and judgmental. This tool was developed by Industrial psychologist Walter Vernon Clarke and is based on the theory of psychologist William Moulton Marston. It focuses in identifying four different behavioral traits; dominance, inducement, submission and compliance. Based on the results, individuals may be categorized as either task oriented or people oriented. Therefore, the DISC is practical way to understand those employees in the organization (Dullu, 2017).
Figure 1.0: DISC Theory
(Source: Artificial intelligence ad workplace psychometric tests, 2017)
(Source: Practical Psychology, 2019)
References
Asendorpf, J. B., Banse, R., & Muecke, D. (2002). Double Dissociation Between Implicit and Explicit Personality Self-Concept: The Case of Shy Behavior. Journal of Personality and Social Psychology
Dullu, S.D.(2017)The top five psychometric tests used in recruitment ;09 June 2017.Available at; https://indvstrvs.com/psychometric-tests/ (Accessed on 09th December 2018)
Griffin, R. (2010) Management. South-Western Cengage Learning: Mason. Available at: https://books.google.lk/books?id=7_NuZvMEvdgC&printsec=frontcover (Accessed: 9 December 2018).
Natividad, A. (2016) ‘Heineken Made an HR Campaign That’s as Cool as Any Consumer Ads It’s Done’, AdWeek, 15 September. Available at: http://www.adweek.com/creativity/heineken-just-made-hr-campaign-thats-cool-any-consumer-ads-its-done-173289/ (Accessed: 09th December 2018).
Wilson, T. D., & Dunn, E. W. (2004). Self-Knowledge: Its Limits, Value and Potential for Improvement. Annual Review of Psychology
Hi Ganga,
ReplyDeleteFurther to what you have presented, the word psychometric refers to the measurement of the mind (Qureshi, 2018). Test-takers’ faked responses represent one of the central issues that may affect the validity of psychometric tests (Gatewood and Field, 2001). Distortion of responses may produce measurement errors that reduce the validity coefficient and lead to incorrect decision-making (Griffith, et al., 2007). Robie, Brown and Beaty (2007) define faking as “a conscious attempt to manipulate one’s responses to create a positive impression.” Faking can take two main forms: (a) “faking-good,” or presenting oneself in a more positive, impressive light; and (b) “faking-bad,” or presenting oneself in a more psychologically troubled or worse light (Viswesvaran and Ones, 1999).
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ReplyDeleteCandidates tend to give fake answers (Reddy 2016).At the time of interview;
Deletethey would try to reduce their negative thoughts and try to enhance their positive aspects, and get through the interview. The consequences of a psychometric test can label a person as an introvert, but in general, the specific person can be having both introvert and extrovert personalities. In this scenario, the results can be false. These psychometric tests are complex to be handled and the administration requires training to handle the same (Reddy 2016)
According to (Armstrong, 2014) Psychometric testing is a mind-set which measures intelligence or personality of the individuals using standardized procedures, it helps to predict to which level the employees will be successful in the job. Psychometric tests can be used as part of the recruitment and selection process by employers to assess the ability in specific skills of employees.
ReplyDeleteYes. In addition,Psychometric testing is a means of assessing a person’s skills, personality traits, abilities and knowledge in a specific position. Research in early 1990 gives the suggestion that personality can predict future job performance of the people (Morgeson et al, 2007).
DeleteHi Ganga, The MBTI recruitment character evaluation technique has been broadly used in psychometric assessments in one-of-a-kind industries. It has been found that the organizations have effectively used psychometric tests and have no longer yet faced any difficulties in conducting psychometric assessments in their recruitment and determination procedure (Wu et al, 2011).
ReplyDeleteThe MBTI personality type is used to test which kind of personality is a human posses with. there are 16 types of personalities which is INFJ is the most rare type. This is really an effective method of recruiting different personality types.
ReplyDeleteIn recent years psychological testing for selection has been increased (Bartram 2001; Taylor, Keelty and McDonnell 2002; Anderson 2005; Wolf and Jenkins 2006). There are several possible reasons for the increased use of psychological testing first The widespread use of psychological tests over the Internet means reduced test costs, increased relative ease of test candidates, and a significant increase in turnaround time for result reporting. Second More and more people recognize that testing is a key part of best practice for selection (Terpstra and Rozell 1993; Harel and Tzafrir 2001; Guest et al. 2003). This is clearly relevant, objective and fair. This reduces the likelihood of legal problems (Wolf and Jenkins 2006). Finally, it states that it improve the professionalism of human resource management (Caldwell 2001). And more involvement in strategic decisions (Budhwar 2000; Farndale 2005).
ReplyDeleteIn addition, professional guidelines about the use of psychological tests for selection purposes offer very clear recommendations about general assessment matters, for example validity, reliability, norm groups, cut-scores and response to the candidate (American Educational Research Association, American Psychological Association and National Council for Measurement in Education 1999; US Department of Labor Employment and Training Administration 2000; International Test Commission 2001; Society for Industrial and Organizational Psychology (SIOP) 2003).
DeleteHi Ganga, when a candidate participates in a psychometric test, in most cases, the results will reveal a part of his personality and personal conditions. Ethically the participants should be clearly informed about this request to sign a written consent before they were given the test. A detailed procedure of how to handle the ethical factor of the psychometric test can be found in the research done by Gharaibeh et al. (2018) over Physical Examination attitudes using a psychometric test.
ReplyDelete