[Closed] Psychmetric tests

Question 1.

What is the correct spelling of psychometric -

A)Psychmetric
B)Psychometric
C)Sychometric

Tips just answer the questions don't try to be clever about it.

Answer them honestly and consistently.

practise.

Ho hum - Member
Answer them honestly and [b]consistently.[/b]

Many ask the same question repeatedly (perhaps slight re-wording).

any questions about chin guards are a trick and can be ignored,

maybe

they test your for truthfullness you are in trouble!
They generally have some obvious type questions to Have you ever stolen anything ever lied that sort of stuff
Apart from that they just want to see what kind of person you are to see if you will fit in. Given that there is no real point lying TBH we just use them to see how a person "really" is
I think they are rubbish and I am qualified to do them
HTH

I've done two. As above, consistency. Also echo druidh's comments - likely to be asked the same thing over and over, just in different ways.

Good luck 🙂

Mention you're a regular on stw.

That'll tell them all they need to know.

Listened to a good Radio 4 documentary about how they are complete rubbish, and it's just become an industry standard with no real basis. Pretty much what most people know already.

Don't over think it ??

Oops, too late....

Don't get your girlfriend to fill one out for you during the dying days of your relationshuip... the result will definitely come out as 'Psycho'.

I had one once and they made me count 30 seconds "as accurately as I could" . I did 1 - 1000, 2 1000, 3 1000 method, she told me that my count was wildly inaccurate and off, was I happy with it? I said I was and later found out this was the wrong thing to say, it's supposed to be a way of examining how you respond to "constructive criticism" . The thing is I spent ages as a child training myself with the 1-1000 method and know I am pretty accurate so the test was bollocks as she obviously lied about the accuracy so my response wasn't for the correct stimulus.
ERGO after my rigorous research I can confidently say psychometric testing is shite.

(In truth my pal is a professor of Psychology at Nottingham Uni and used to do lots of this and he told me its all bollocks)

TheBrick - Member
Listened to a good Radio 4 documentary about how they are complete rubbish, and it's just become an industry standard with no real basis. Pretty much what most people know already.

I'd dispute that, to an extent.

I used to work for the company founded by the guy who invented the modern Psychometric Test (Peter Saville) and used them myself in recruitment.

The "OPQ32" is detailed, thorough and accurate, but is even then, intended to be used as a starting point for interpretive discussion and feedback, not as some sort of "photograph" of a person's psyche!

I fear that over time, competitors have dumbed down the original to the point where they have indeed, become a bit of a joke.

Apropo of nothing much: Peter's professional partner, Roger Holdsworth, recently died. They were the "S" and "H" in "SHL UK"...

It's done by HR departments... need I say anymore?

Question 1) - "Do you want to work for a company which believes that psychometric testing is a useful allocation of resources?"

That would depend on whether the testing was done properly, using an accurate and reliable tool.

Bollocks or not, its what Al needs to do to get the job he wants! For the record i do believe it too is a load of hot air. I have done two, one for a sales company called Pareto Law (they're another story though....if anyone knows of them and would like to share their experiences feel free as im sure it will be similar to mine!!! )and it was utter rubbish, but you have to play their game if you want it!!

Get involved and do as DGOAB says.

Job done!

Good luck

Pareto Law

Recruitment company for graduate level sales positions?

Done a few, complete waste of time imo. Well I think it is a way of whittling down the candidates at the first stage but not when it comes to asessment centres.

I did a couple of practice ones on the SHL website. They prepare you for them and DO help. The key is to only pick out the info you need, as time is usually pretty tight. If you dont know the snawer straight away move on, as you can come back to them.

There is better ways to asess people rather than seeing if they can pick the odd one out in a sequence in a very limited time period. To me it should be more focussed on the type of work you will be doing in the job.

MS - Member

There is better ways to asess people rather than seeing if they can pick the odd one out in a sequence in a very limited time period.

Listened to a good Radio 4 documentary about how they are complete rubbish, and it's just become an industry standard with no real basis. Pretty much what most people know already.

Which programme was that then? So I guess you've got a PhD in Organisational Psychology then to know that they're all rubbish?

Give me £5k and I can tell you with 60% certainty whether someone will be successful in their job or not. That's backed up by empirical data.

I think that's a pretty good investment given the cost of hiring and then have to lose a dud.

I know Pareto Law, they are focused on graduates into sales roles. They're OK but they haven't got a psychometric tool that's worth the paper it's printed on (and most likely it will still be printed!)

Give me £5k and I can tell you with 60% certainty...

Give me a 2p piece and I'll tell you with 50% certainty...

TSY - nice try, but your maths are wrong. It's not a binary outcome.

Do you work in sales for a psychometric testing company? 😆

You don't have to name them, but we all know they're pap. 😆

Oh, and you offer a definite probability for something that doesn't have a precise mathematical outcome... I call shenanigans on your tests and their results!

geetee1972 - Member
Which programme was that then? So I guess you've got a PhD in Organisational Psychology then to know that they're all rubbish?

Give me £5k and I can tell you with 60% certainty whether someone will be successful in their job or not. That's backed up by empirical data.

I think that's a pretty good investment given the cost of hiring and then have to lose a dud.

Don't get you knickers in a twist. I am only relaying information I have heard. If you wish to correct me or point out errors there is no need to do so in such an aggressive manor. The way in which you attack someone who questions you instantly make me suspicious as to your claims.

60% does not sound like much of a selling point.
How does 60% compare to someone taking a random guess (not just win loose as I guess it depends on the definition of success)? Someone who just knows the industry? e.t.c What are you defining as success? Is the general scientific consensus split at all on these effectiveness of these tests? What is the defined scope of your 60% accurate test?

Do you work in sales for a psychometric testing company?

Have in the past, don't now but am in a related field. I've seen the data and I've seen the best that selection models can offer put into practice on the basis of a very strong business case.

I'll let you know that you're only partly right with your comment, but the problem is that you haven't really defined what 'they' are, or how they're used or why they're 'pap'.

If what you're saying is that personality has nothing to do with effectiveness & likely success in role, then that's partly true but not completely.

It's a factor. Assuming you've got the right kind of tool that measures the right kind of feature, then that data on it's own is OK but not great. As a predictor of likely performance in role, maybe it has a correlation coefficient of say .2 to .3 If you're selecting from a pool of say 12 cadidaes, then on pure guess work, you've got an 8% chance of making the right selection.

If you're tool as a 0.3 coefficient, then you've only got a 9% chance of being right, so not much better than guess work really.

If you combine data from psychometric tool, with good interviewing, careful background, testing of hypotheses in a controlled environment, such as a simulation or role play, then your predictive validity coefficient can go up to 0.5 pretty easily and even as high as 0.7. Then you've going to be able to predict the right candidate maybe 25% to 50% of the time from an infinitely large pool.

Remember, the bigger the pool, the less likely guess work is to help you get the right choice.

So, in summary young TSY (I will be setting an exam on this later), on their own, psychometric tools might well be no better than guess work, but when used in conjunction with other selection tools, they have a synergistic effect.

Don't get you knickers in a twist. I am only relaying information I have heard

Yeah OK fair point. Sorry about that!

How does 60% compare to someone taking a random guess

Good point - see above for the explanation.

LOL...

a synergistic effect

Definitely pap!

😆

I'm just playing with you. I also believe you can 'play' the tests.

Interesting that through plain old intuition I worked out that you used to sell the product. I also reckon you were probably pretty good at getting HR managers / HR Directors to buy it!

Definitely pap!

Can you explain?

If only it was a quantum synergy 😀
I dont even believe Interviews are that useful TBH

Going forwards it probably will escalate into a quantum synergy

I dont even believe Interviews are that useful TBH

You're completely right. An unstructured interview has a predictive correlation coefficient of about 0.1 or less.

In some instances there is even evidence that unstructured interviews lead to quite stong, negative correlations for success, i.e. the person doing the interview seems to be regulalry selecting the wrong candidates, not the right one.

Interesting that through plain old intuition I worked out that you used to sell the product. I also reckon you were probably pretty good at getting HR managers / HR Directors to buy it!

You hardly needed to be Sherlock Holmes now did you.

I appreciate being played with TSY. Would you get on a plane to take it further or do you only do that for people who are expressing severe depression on STW and who look cute in their profile pic?

i shall declare her Level A trained, Degree in Psychology

Assuming you use a job criteria, application form, selection process and then an interview - it is hardly a guess at this point now is it. What % would you claim pschometrics adds to the "synergistic effect"
60% fpor that what does the above process produce? Seriously I dont know the answer. Bet you could achieve similair by better training re interwie questions or selction criteria etc. Cheaper too in the long run.

FWIW I have used them and they work very well when you are trying to build a new team of entirely new and unknown people. It allows you to work out who will and wont get on. Who will complement each other in roles who will grate etc. To appoint one person to one role ina team I would not biother tbh and not for £5k

*books tickets*

But where's my destination? Can you fill at this small test first..

www.isgeeteefilthyenoughforme.com

Edit: There was a picture?!

Psychometric testing is NOT PAP!

True there is no scientific or business evidence for their use, but if you fail on the test while being otherwise suitable for the role then you are clearly unlucky, and nobody wants unlucky people working for them.

Good luck Al. 🙂

When I was working in my 3rd year of university they used the 25+ undergraduates to test out a consultancy offering psychometric testing.

We sat the tests, and then the consultant provided the feedback to us individually with the HR manager with us. Turns out the results were nonsense for most people and didn't accurately illustrate their ability to perform their jobs.

The company decided not to employ the consultancy in the end.

I think I had a psychometric test for dyslexia once. Some sort of psychological test... anyway, played it right and got exam time extensions and a free laptop (which I sold for £1500).

Too easy to play.

Any tips?

Just think "how would TJ answer this...."

psychometric measure personality
assesment measure abilities or protential if you want to get picky

You cannot have a psychometric test for dyslexia

In answer to the original question...just do the test and answer honestly.

If they don't give you the job because of it, at least you aren't working for a company that relies on something unreliable.

They'll probably use a Lucky 8 ball anyway to make the decision in the end anyway.

for a nominal fee i will leave my job and come and complete mental health assessments on your applicants. in this day and age can your company really afford to be having people off sick with stress?

not only do i help weed out the weaker workers, but i can also provide a service sourcing people with afflictions usefull in the workplace:

OCD for filing + cleaning
multiple personality disorder for reception (always a new voice answering the phone keeping things fresh)
and so on.

email in profile if you're interested in my services 😆

Junkyard - Member
psychometric measure personality
assesment measure abilities or protential if you want to get picky

You cannot have a psychometric test for dyslexia

Gotcha.

not only do i help weed out the weaker workers

That is a very good point...I suggest employing a the Gladiators 'The Eliminator' event...

[img] [/img]

Then anyone who loses doesn't get the job...actually anyone who loses is shot - this way companies would be doing the world a favour and improving the gene pool.

McHamish... your ideas show potential, please submit an application form to my new business along with your family history, a completed risk assessment and a sample equalling or exceeding the value of ten english pounds worth of each illicit substance you have experimented with in the past.

you will have to complete some psychometric tests first of course 😆

only kidding! no psychometric testing... i will assess your sense of humour, lolcat finding abilities and put you in a room full of women and dangerous psychiatric patients, if you come out alive then you're hired.

Sounds like a plan phil. Need a partner? A business partner I mean, not a partner for sexytime. Er, not that I find you unattractive, just that my bread's not buttered like that. Oh god, now I sound homophobic. Ohmygodohmygodohmygod 😳

True there is no scientific or business evidence for their use

Incorrect. SHL UK, Oxford Press and others have massive databanks with which they are able to assess the predictive accuracy of their Psychometric tests.

don't worry b'mitch, i know you're not homophobic... after all your sperm helped produce one of this countries finest gay men (i've not met your son, but if he's anything like you then i feel safe in my assumptions)

business partners are hard to come by.. but your idea shows potential, please submit an application form to my new business along with your family history, a completed risk assessment and a sample equalling or exceeding the value of ten english pounds worth of each illicit substance you have experimented with in the past.

you will have to complete some psychometric tests first of course

only kidding! no psychometric testing... i will assess your sense of humour, lolcat finding abilities and put you in a room full of women and dangerous psychiatric patients, if you come out alive then you're hired.

My advice is: Either, answer all the same column/number/letter question, or answer the opposite to what you would answer.

I've done lots of these tests and the results are usually either generalised/vague, or wrong.

If they are using these tests to generate interview questions, you will probably be answering a question they think they already have the answer to. There's a good chance you will mess up on this.

These tests are written by clever people who think they have all human traits nailed down, but human psychology just isn't that easy to measure. So these crude tests are at best vague, at worst, totally misleading! Individuals are much more complex and these tests can't pick up on this.

How you react to each situation depends on the individual situation and a raft of other things. You may be very compassionate in one predicament and a heartless monster in others etc etc.

In light of this, psychometric testing is only a little more useful than a horoscope! They are not much more than a bit of entertainment.

Anyone using these as a serious point of reference clearly has no confidence in their ability size people up, or are automatons in a big organisation. It's ridiculous to think that someone in that company believed the bullshit other "experts" fed them!

HR departments are more of a hindrance to business than and aid. What you need is to meet the person you will be working for. What HE/SHE thinks is the only thing which matters! They will principally want to know you have the right experience and expertise for their department and that you will fit in with their team. They will be the judge of your character, not a dumb test!

Regrettably, HR frequently come inbetween applicants and their potential boss. I once had an all day interview which involved these tests and a list of interview questions in the morning. There was a medical and lunch followed by exactly the same interview questions in the afternoon. It was a weird day, they were just weird! I felt as if they didn't trust anyone and were particularly intrusive insisting on a medical at this stage. I didn't get the job, nor did i want it, because I got another offer - much better pay and condidtions and the boss seemed relatively normal!

My feeling is that a potential employer should be able to get the measure of you over a couple of interviews. If they can't do this wothout the support of psychobable tests, they probably aren't going to be good people to work for.

Don't mention the clown bike.

Do a free practice test online: http://www.thepsychometrictest.com/trial/

Study the answers and the reasons you scored what you did.

Answer questions honestly.

Regrettably, HR frequently come inbetween applicants and their potential boss.

This, unfortunately is bang on.

The first person who sees your CV (especially for a large company who is going to receive a lot of applicants) will probably be someone junior in the HR department. They'll have a check list that you'll have to meet to get your CV/application seen by the next person. If you don't meet this checklist you'll go straight in the 'not suitable' bin.

It's prone to error, but unfortunately it's a necessary evil. Your potential line manager doesn't have time to go wading through all the dross to find the good applicants.

I applied for Army Officer selection about 7 years ago...I was rejected at first because I didn't have A levels...the fact that I had a 1st class degree didn't matter. Only being recommended by my uncle who was a retired colour sergeant and had worked with someone working in officer recruitment got my application seen by someone who could ignore the checklist that the lady in the army careers centre was following.

*Awaits a full and comprehensive assessment*

You know you can hold all the opinions you want on this subject you aren't going to change the fact that companies use these tools to decide on whether you get the job or not.

Those of you who take such a dim view can only hope that you don't apply for a job where you have to go through some form of assessment to evaluate your suitability for a job. Which is going to really limit your career or your business if you're an owner of one.

I sell them, I do very well out of it. My clients see the value and I make a good living from something I enjoy and see the value of. I also know that I help people be better people (more than I can say for a lot of people commenting on this thread).

What HE/SHE thinks is the only thing which matters!

Spongebob i think that's probably a bit naive.

There are always multiple stakeholders in making a hiring decision, especially at the more senior end of the scale. Quite apart from the CSR implications, many organisations operate matrix structures and the role could have more than one boss.

geetee1972.... I had to do one to get my current job... the results were inconclusive (I spotted the pattern in the questions) so they called my referee... I got the job.

I did one for a previous job... a girlfriend filled it out for me. I got the job. I saw the results, it descrbed my gf's perception of me, not me. I was content and successful in the job.

All I know is I help companies make better strategic plans and improve and exceed their budgets. If I'm going to get the scythe out... I'll look to the HR budget for 'savings'.

Sorry that's just the way it is. 😆

Sirs

Well it turned out to be an aptitude test (2 sets of 4 boxes each with certain symbols therein, into which group did 5 different boxes fit?)

Guessed 2 and left 2 blank of 23. Will of course keep you updated.

Kind regards,
cynic-al

You know you can hold all the opinions you want on this subject you aren't going to change the fact that companies use these tools to decide on whether you get the job or not.

Fair enough...I don't think anyone is denying that consultants make a good living from these tests, or that some companies rely on them.

When I was involved in 'trial' psychometric tests the consultant told me I [i]'had no ambition and wasn't interested in succeeding'[/i]. This seemed a little odd to someone who was halfway through a degree, and who extended the duration of their degree by working in industry during the 3rd year to improve my future prospects, and ended up with a 1st.

Plus, I'm not sure there are many people who [i]'aren't interested in succeeding'[/i]...

One of the other graduates was told he wasn't particularly active and didn't probably enjoy sports, specifically team sports. He played Saturday and Sunday league football and organised the student team.

Those of you who take such a dim view can only hope that you don't apply for a job where you have to go through some form of assessment to evaluate your suitability for a job.

You're right...I hope I don't have to apply for a job at a company that holds such a dim view that unreliable tests are reliable indication of an applicants value or suitability for a role they haven't performed yet.

I guess it's difficult for graduate positions, the applicants don't have relevant experience so employers need something to give them an indication of the candidates suitability. They aren't confident in education standards, or their ability to identify the dross through interviews so have to try something.

For experienced hires I would imagine that the quality of the relevant experience would be a better indication of their suitability though.

I sell them, I do very well out of it. My clients see the value and I make a good living from something I enjoy and see the value of. I also know that I help people be better people (more than I can say for a lot of people commenting on this thread).

Good for you...but you're not going to change my opinion or experience of them.

My clients see the value and I make a good living from something I enjoy and see the value of. I also know that I help people be better people (more than I can say for a lot of people commenting on this thread)

not suite sure how i feel about that comment. 😕

EDIT - I'll bite... how do you help people be better people? i'd love to find a job where i have the impact i do on vulnerable adults lives each day but actually earn good money! i'm rambling now, back to the question - how do you help people be better people?

As in "I've done a couple of these and so of course, I know all there is to know about it..."

phil - you're a mental health nurse! What on earth do you know about working selflessly to help make people better people.

Same goes for mitch, ya money grabbing scrote!

Whilst I think of it, a Hong-Kong based trader who bankrupted his bank (Barings) back in the '90's had sat a psychometric questionnaire (they're not "tests") and the standout item in the interpretive text was that he was the kind of high-risk personality who shouldn't be trusted with, for instance, large sums of money....

What HE/SHE thinks is the only thing which matters