Psychometric tests
Discussion
I had a lady recruitment consultant in my office the other week who was trying to sell me a psychometric test service for recruitment purposes. Being the cynical git that I am, I told her that I’m not into all the “pschobabble”. She offered to test me and send me the results. The results arrived today and I thought “what a load of old cobblers”. The description was nothing like me.
Just for a laugh I took it home and showed the wife (without telling her who it was) and she said: “That’s exactly like you”. Stone me, I’ve learned two things:
1) I’m a right sod, judging by the character profile.
2) Those tests aren’t the crap that I thought they were.
Just for a laugh I took it home and showed the wife (without telling her who it was) and she said: “That’s exactly like you”. Stone me, I’ve learned two things:
1) I’m a right sod, judging by the character profile.
2) Those tests aren’t the crap that I thought they were.
Priceless! srebbe64 said:
I wouldn't know what to say to get the answer 'right'.
There is no such thing as a right answer. FWIW, tests without at least an hour long verbal debrief afterwards are generally not worth the paper they are written on. Typical example would be the question 'would you rather hunt lions or photograph them on safari?'
The idea is that the adrenaline seakers will want to shoot them, but those more passive merely photograph them.
However, whilst I could be classed a little more towards the screaming extravert side of things, I'd uncharacteristically plump more on the photograph them side of things for two reasons, I'm a sh1t shot these days and their teeth are bigger than mine if I've previously missed with the gun and pissed it off. A tick in a box will not describe the reasons for my answers whereas a proper debrief would allow moderation of the personality type hinted at by the tests..
Proper tests, administerred properly will increase your chances of hiring the right people by upto 25%. Without verbal feedback, you're wasting your time and money IMHO.
Psychobert said:
I wouldn't know what to say to get the answer 'right'.
There is no such thing as a right answer. FWIW, tests without at least an hour long verbal debrief afterwards are generally not worth the paper they are written on. Typical example would be the question 'would you rather hunt lions or photograph them on safari?'
The idea is that the adrenaline seakers will want to shoot them, but those more passive merely photograph them.
However, whilst I could be classed a little more towards the screaming extravert side of things, I'd uncharacteristically plump more on the photograph them side of things for two reasons, I'm a sh1t shot these days and their teeth are bigger than mine if I've previously missed with the gun and pissed it off. A tick in a box will not describe the reasons for my answers whereas a proper debrief would allow moderation of the personality type hinted at by the tests..
Proper tests, administerred properly will increase your chances of hiring the right people by upto 25%. Without verbal feedback, you're wasting your time and money IMHO.
All I know is, she asked me a bunch of weir questions which I answered as best I can, and she came up with a "worryingly" accurate description (according to the missus).
Securicor use them for all their management interviews. But we also have the 'fun' of a structured interview (!) a presentation, and these tests - which is basically one of maths and one of English comprehension. Not sure of their value, because if you 'fail' the tests, you are not taken any further. It might be that you give different answers on different days and pass/fail. I think too much emphasis is placed on them and goods management could be 'lost'.
GingerNinja said:
I imagine the test results work in much the same way as daily horoscopes appear pretty relevant - set of generalisations that apply to nearly everyone.
That's exactly what I used to think. Fact is, my missus saw mine and knew it was me without me telling her. I said "would you emply this person" and she said "no, it looks like you!".
I have used psychometric tests in recruitment - some of them are more powerful than others - which one did you use ?
The OPQ test is the most revealing IMHO - has given a pretty accurate picture of me when I've done it (says I'm an intolerant barsteward and task driven ). 16PF isnt bad either but lacks some of the granularity of OPQ.
The OPQ test is the most revealing IMHO - has given a pretty accurate picture of me when I've done it (says I'm an intolerant barsteward and task driven ). 16PF isnt bad either but lacks some of the granularity of OPQ.
alfaman said:
I have used psychometric tests in recruitment - some of them are more powerful than others - which one did you use ?
The OPQ test is the most revealing IMHO - has given a pretty accurate picture of me when I've done it (says I'm an intolerant barsteward and task driven ). 16PF isnt bad either but lacks some of the granularity of OPQ.
Not sure of the name of it - the deal is that interviewer asks the questions and sends off the results to the woman who will analuse it and send us the feedback.
Done a few of these (Myers briggs, 16PF + another one)as part of development at work.
Seemed fairly accurate, but we were specifically told they were only supposed to be used to help with 'personal development'. As far as I know none of them are good for or designed for recruitment.
Theory being if it has no consequences then you might actually tick the 'shooting lions' box, but if it is part of an interview then you might put 'photo' to try to skew the results to a presumed required pc response. If it is accurate it is more likely to be useful.
God knows what you might end up with if recruits are trying to decide between rubbish like string and wire when a job depends on it.
Seemed fairly accurate, but we were specifically told they were only supposed to be used to help with 'personal development'. As far as I know none of them are good for or designed for recruitment.
Theory being if it has no consequences then you might actually tick the 'shooting lions' box, but if it is part of an interview then you might put 'photo' to try to skew the results to a presumed required pc response. If it is accurate it is more likely to be useful.
God knows what you might end up with if recruits are trying to decide between rubbish like string and wire when a job depends on it.
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