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Your Personality in the New Outlook

Your Personality in the New OutlookReading Time: 2 minutes

(Based on new research by Luis Amaral and Martin Gerlach in journal Nature Human Behavior)

“That which permits a prediction of what a person will do in given situation”

– Raymond B Cattell

 

Personality is derived from the Latin word persona which referred to actors who played different roles and characters.

It is essentially a pattern of:

Behaviors
Feelings
Thoughts

 

 

Why is it important to know Thyself?

It allows one to know about oneself, to better gauge one’s understanding of their abilities, qualities, and characteristics. This will further help in bettering one’s goal to achieve what one desires and even for that matter get better in the day to day activities.

According to new research produced by Scientist from Northwest University personalities can be categorized into 4 broad categories. New research succeeds Briggs and Myers 16 personality types. This has allowed simplistic change to a very complex Briggs – Myers types.

 

A look at 4 different types of personalities mentioned in research:

 

Average:

The majority kind is with this personality type. These people are generally social, extroverted and moderately agreeable. They are easy going and tend to worry a lot. These people are usually less neurotic but are categorized as less emotionally stable.

 

These people are usually good at taking directions and directives. These individuals are suited in routine works such as from software industry developers, programmers, analyst, data entry operators; from manufacturing industry workman, engineers as supervisors, head in charge of work/unit in a factory; from the financial institution are clerks, salesman, subordinate staff.

 

Recommended – Rethinking Personality Types

 

Reserved:

These are individuals who are introverted, usually agreeable but are less open than other types.  They can be best described by persons who less interested in the limelight. They are also emotionally stable than Average and Self Centered type.

These are employed in workplaces where work is computational, analytical, good level of cognition requirement, such as operational and field jobs.

 

Role models:

These are individuals high on agreeableness and extraversion. They display emotional intelligence. Are individuals who are reasonable, moderately open-minded.

They are best categorized as leaders example head in charge, ministers, chief executive officers, and other heads.

 

Recommended – The Myers-Briggs Type Indicator or MBTI

 

Self Centered:

In simple terms are opposite to Role Models. Self Centered are generally extroverted, moderately neurotic, low in terms of agreeableness and openness.

These are individuals who display moodiness and inconsistent behavior. They are usually seen as artist, designers, owners, creative individuals.

 

With such a level of awareness, one can better gauge his/her abilities if not then even some level awareness can guide a person to better take decisions with respect life goals, job/profession, personal matters, and other likely choices when one is standing at crossroads.

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Psychometric Testing | All You Need To Know

Psychometric TestingReading Time: 7 minutes

Psychometric Testing

Do you get anxious when you hear the words ‘psychometric testing’ together? Are you unsure what’s it about and want to improve your knowledge about it? Then this article will help you with such queries.

 

What is it?

Psychometric tests are a standard method backed by scientific theories and explanations used to measure individuals’ mental capabilities and behavioral style. They are designed to identify and measure the candidates’ suitability for a role based on the required personality characteristics and aptitude (or cognitive abilities).

 

They are objective in their methodology and assessment. They are developed by trained and experienced psychologists using rigorous methods to ensure that the tests are unbiased and do not contain material which could favor a certain group of candidates.

 

They identify the extent to which candidates’ personality and cognitive abilities match those required skills, pressure level, emotional levels to perform an assigned task or job. Employers use the information collected from the psychometric test to get the hidden aspects of candidates that are difficult to extract from a telephonic interview or a face-to-face interview.

 

Similarly, a person with good emotional stability is able to handle hectic situations in a better way and hence proves himself more productive.  All these tests are ‘standardized’, meaning they have been tested on people before of a similar age and background. Psychometric tests are also objective in terms of scoring. Most tests use multiple-choice questions with set right and wrong answers, so there is no room for bias marking.

 

Origins

The modern psychometric test has inception in Charles Darwin’s cousin, Sir Francis Galton (1822-1911). Galton was fascinated by differences among individuals. It was him who showed that objective testing could provide meaningful results.

Another pioneer was James Cattell, who first coined the term ‘mental test’ in 1890. Fifteen years later, Alfred Binet introduced the first modern intelligence test.

Psychometric testing rose in popularity throughout the twentieth century, and today a psychometric test is best described as a standardized assessment which looks at human behavior and describes it with scores or categories.

Types of Psychometric Evaluation:

There are three broad categories in the psychometric evaluation. These are an Aptitude test, Personality test, and Achievement tests. These tests evaluate you in different parameters. A diagram below shows various parameters on which you are evaluated.

There are mainly psychometric assessments that are online tests comprising a series of multiple-choice questions (MCQ), even in this age of internet some employers still use paper-based questionnaires. Your results are usually compared with the people who previously performed in the tests.

psychometric testing

 

Personality Test

How successfully will you perform in a job is just not a play of your abilities, but also on your personal qualities that you possess. Interviews and group exercises can be used to assess social skills in a participant, but personality questionnaires can further explore the way you tend to react to, or deal with, different situations that will come in across your life or at the workplace.

Unlike aptitude tests, there are no right or wrong answers and questionnaires are in the major cases untimed. After you have finished a personality questionnaire, a profile is drawn up based on your answers to the questions.

Personality questionnaires ask questions designed to reveal factors such as: how you relate to other people around you; your style of work; your empathy; your motivations and determination towards certain setting or task, and your general outlook.

Situational questionnaires are also designed to reveal similar factors; however, the style of questioning is different, asking that you state how you are likely to react to a given scenario. It is very tailor-made to the given situation.

The most common personality questionnaires that recruiters use is OPQ, 15FQ, and 16PF.

Personality tests seek to measure your intangible traits objectively. This helps the company/person assessing you better understand your ability in a holistic sense. Because an intelligent person might be lazy.

Scoring of Personality Questionnaire

From your responses, the selector gains information about your style of behavior and how and why you do things in your own way.

It usually reveals out your general outlook. You may receive some feedback on the profile, which your answers produce, and usually they asses you qualitatively by different methods of analysis.

In which they rule out themes or codes that reveal out your personality which is followed by writing everything in a report or called Discussion.

 

Aptitude Tests

Aptitude tests range from testing your logical, verbal and critical aptitudes. These are usually scored and have an objective marking. It does not matter if you finish the test (though you should complete as many questions as possible); it is the number of correct answers or right responses which counts.

Your score is then compared for assessment with how other people have done on the test in the past. This group is called the ‘norm group’. They could range anything from students/graduates, current job holders or a more general random group.

These tests are meant to evaluate your mental acuity. As you can see there are many parameters on which it can be tested upon, varying from your logical reasoning to numerical to critical thinking ability.

 

Achievement tests

These are those tests which reflect your academic performances. Usually are conducted by your school/college/company or any institution seeking to test what you learned in you under graduation, graduation, and post-graduation.

These tests are usually standardized test to meet your educational qualification which would reflect your capabilities.

 

 

Importance

This enables selectors to assess your reasoning skills in relation to others and to make judgments about your ability to cope with tasks involved in the job.

The validity of such tests rests on how closely they assess abilities necessary to do the job. For this reason, there is a variety of tests; for example, tests of reasoning with written information (verbal reasoning tests), numbers, charts and graphs (numerical reasoning) or abstract figures (diagrammatic or spatial reasoning).

The choice of tests used should be related to the work tasks involved in the job. A 2008/2009 survey by AGCAS (The Association of Graduate Careers Advisory Services) found that law firms tested for verbal reasoning only, while engineering and IT companies used a much wider use of tests including diagrammatic, abstract and critical reasoning.

Areas of Usage

These tests are mainly used by companies to hire future employers. It helps them sift through various job applicants based on their profiles.

Personality test is used everywhere by companies, institutions, and professionals who seek to hire people for specific roles. These roles can be sector specific or role specific (manager or leader) or specialization based.

Personality test seeks to determine those characteristics which will benefit the company in the best possible way. Hence, they are very much important.

Aptitude tests are conducted by various organizations and their scores are taken into consideration by universities. Examples of this are S.A.T, G.A.T.E, G.M.A.T. etc.

Achievement tests are those standardized tests which you are or have already given. They represent your schooling exams and college exams which you have given or are giving. These tests you on your understanding and learning of your subjects you are taught.

 

How can you benefit?

These tests play a very big role in delivering a suitable path to everyone both the participants (who want to find the which kind of role is the most suitable for him or her) and to the employer too (who want to find the right kind of candidate for a specific task.

These methods help people to reduce chaos, anxiety, stress in the occupational/organizational setting or even in day to day life in increasing the productivity and happiness in people’s life.

Psychometric evaluation in comparison to your domain specific evaluation is based on your holistic understanding of who you are as a person. Like suggested that emotional intelligence is of valuable importance.

There are many intelligent individuals with low EQ, this may not work for a company especially long term. Then measuring those aspects which are usually not found in standard test becomes important. Hence, it becomes important for a psychometric evaluation to promote efficiency.

 

What do we offer?

Here at Brainpundits, we seek to provide you with a holistic assessment of your personality, ability, and capabilities. This can help you gauge better, your abilities and draw on a career path for yourself. If you are a company, we provide tests which seek to augment your assessment program. This can help you better gauge in your or person you are assessing providing with dimensions that are free from human biases.

 

Our Products     

We offer assessments towards self-discovery in 4 aspects; personality, intelligence, interests, and aptitude. We help in identifying future education and career roles as per an individual’s aligned interests, cognitive ability, and personality makeup.

 

What personality type are you?

We offer a personality test that categorizes you into 2 types(A/B). This provides as easy fast reliable assessment of who you are and what are your traits.

  • Know which personality type you are: A or B
  • Understand whether you are prone to stress or not
  • Take corrective measures to change your life

Stream Selection

We provide a test that determines which stream is going to provide you with better outcomes in terms of career.

Find the top 2 most suitable Streams after your class X

  • Know your abilities and interests
  • Take measures to reach your goals
  • Natural Inclination for further studies and future jobs

Career Guidance

We provide career guidance to match your abilities we offer:

  • Find the top 4 most suitable careers for you
  • Know your aptitude, interests, and personality
  • Take measures to reach your goals
  • Identify strengths and potential weaknesses for the career search process
  • Plan career goals and action steps

Employability Index

Find out how employable you are. Know your abilities, interests, and personality

  • Take measures to reach your goal
  • Identify strengths and potential weaknesses for the career search process
  • Assess natural inclination
  • Target opportunities that match personality, aptitude, and interests

 

Our SOCH approach is our ingenuity which provides a holistic assessment and suggests a viable career path for you.

SOCH is the acronym that we at Brainpundits have come up with about four dominant inclinations that we, as people, may have.

These are

  • S-tats (good with data, numbers, facts, and figures),

Stats indicate an inclination towards administrative work. People scoring high on stats are good at dealing with facts, number, records, files, and data.

  • O-bjects (good with machines, tools, and new technology),

Objects indicate an inclination towards learning new tools and technologies. These individuals appear to be good at working with machines, mechanisms, materials, tools, and processes.

  • C-oncepts (good in dealing with abstract concepts and being original)

Concepts indicate an inclination towards novelty-seeking. People scoring high on this dimension appear to be original persons who like working with their own unique ideas. They seem to be curious to understand the know-how of things and their functioning.

  • H-umans (the more people-oriented person who is comfortable with interacting with people and maintaining interpersonal relations)

Humans indicate an inclination towards people. People scoring high on this dimension feel comfortable in interacting with others and believe in expressing themselves completely. Maintaining good interpersonal relationships with others is quite important for them which let them empathize and understand their problems easily.

 

All of us have these dimensions, but out of these four dimensions, there are some which are more dominant than others.

Through the paradigm of SOCH you can know about yourself better and after giving a simple Stream Selection test at our Brainpundits page, you will find out about your personality and know which stream would be ideally suited for you. Also, if you want to better know your ability you try

To Conclude

I hope through this article you have gained enough information about psychometric tests and would feel inclined to try out and learn more about our services and products that we have to offer.

If you want to try your hand at some then be sure to explore some of the free tests at offer at Brainpundits. So, what are you waiting for? Cheers and start exploring yourself.

 

 

Take A Free Test To Know More

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Psychometric in Corporate Environment

Reading Time: 3 minutes

As a manager, when you hire someone new in the organization, do you think to yourself how long will they last? This is a very common problem which corporates and startups both face alike. Hiring is perhaps still an art rather than science.

It all boils down to the fact that dealing with people is unlike dealing with machines as people are unpredictable, they lie and they are constantly under stress and pressure.

What’s even more astounding is the fact that humans are very difficult to benchmark. This is very true if you accept the statement that marks don’t reflect intelligence.

Traditional ways of measuring human potential i.e. Aptitude is slowly losing its authenticity & charm. It doesn’t account for the practice effect which simply means that practicing for an aptitude test causes an improvement in score. This means that it is not a great indicator of cognitive thinking.

There are other indicators for measuring human potential that can work better for the traditional office settings. I am talking of course of personality and interest testing. It measures those traits of a human which are essential for him/her to do a particular job or task.

All these tests; personality, aptitude, interest, and intelligence are collectively called psychometric testing (psycho: meaning mind, and metric: meaning measure)

Some of the biggest firms in the world use psychometric testing as a base for recruitment and training of their workforce.

More than 18% of the organizations currently use personality tests in the hiring process, according to a survey conducted by the Society for Human Resource Management.

This number is growing at a rate of 10-15% a year according to many industrial and organizational psychologists, as well as the Association for Test Publishers. Talking about the top Fortune 500 companies, all of them use one form or another of psychometric testing.

If you are an entrepreneur who wants to hire the right people for the right job then you need to be extremely sure that your next hire doesn’t hamper the current business processes.

 

Recommended – The SOCH Approach | Everything You Need to Know

 

Conducting psychometric testing for your workforce should absolutely be mandatory, especially if you are a small or a mid-size firm. These tools will help you to gauge a person in a completely different realm; his/her innate nature.

It’s true that there are limitations to these kinds of testing such as social desirability, random answering, faking good and it cannot measure all the properties of the human behavior. However, they do reveal a valid chunk of information which can help you hire your next best employee.

When used correctly, cognitive and personality tests can increase the chances that new employees will succeed. Since the cost of a bad hire is widely estimated to be at least one year’s pay, there are huge incentives for organizations to get hiring right. Unfortunately, too many organizations use the wrong psychometric assessments in the wrong way.

Here’s what organizations need to know in order to minimize potential risks and maximize the predictive accuracy of these tests.

Let’s take an example to see how the right application of psychometrics can help hire the right employee.

Psychometric in Corporate Environment  – Which one would you hire?

Now would you be interested to know whether he scores well in logic and verbal, or would you be interested to know whether he is a people person who possesses certain personality characteristics such as Diplomatic nature, Achievement Orientation, Persistence and Stress tolerance?

The answer is a mixture of both. Since salespeople should be good in numbers as well as verbal intellect. In addition to this their personality should be of a particular type.

Generally, diplomatic people, they should be persistent with clients and should set high standards for themselves and should have stress tolerant ability in order to cope with their jobs. Similarly, we can create an ideal psychometric sheet for all types of functions and job slots.

Psychometric assessments are the most cost-effective tool for predicting future job performance. They provide an objective and standardized view of a range of candidate competencies, such as abilities and personality.

Psychometric assessments supply an organization with valuable information about an individual. These assessments produce results which can be compared against established industry benchmarks, providing a clear positioning of candidates’ potential to perform against large, relevant occupational groups.

Research confirms that the most accurate, holistic view of a candidate is achieved when psychometric assessments are used together with other methods, such as interviews and work sample tests.

 

Conclusion

 

In Conclusion, Psychometrics is not just limited to aptitude tests, it also includes personality tests, interest tests, and creativity tests.

Corporates should use psychometric tests in combination with interviews and work sample tests to hire new employees in order to ensure that no bad hire happens. This is especially true for the small and medium enterprises.