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Use Of Psychometric Testing In Recruitment & Selection Process Executive summary

A study on Use Of Psychometric Testing In Recruitment & Selection Process at HashWorks IT Service Pvt.Ltd.

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Use Of Psychometric Testing In Recruitment & Selection Process Executive summary

  1. 1. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 1 Executive summary “As an HR Nothing We do is more important than Hiring and developing People, at the end of the day we bet on people, not on Strategies” -Larry Bossid Human Resource Management is relatively a term which emerged during the 1970. Due to the new economic policy the government introduced reforms in 1990’s and a whole new scenario in managing people has been changing very fast since then. As most of the Organization both private and public are shifting their emphasis from Personal management to Human Resource Management. It’s been increasingly realised that: “Employees are not used as a cost Centre, but as a Potential Profit Centre. It’s the conversion of Human Resource into Human Assets” As its concerned with the Human Beings in an Organization which reflects a new outlook & views Organization Manpower as its resources and assets. In Today’s competitive environment, choice of the right employees has gone far reaching the implications for an organizations functioning. Employees well selected with the right kind of skills, Knowledge and potentials would contribute a lot to the efficient running of the organization. On the Contrary Human Resource problems including attitudes, skills and productivity issues all begin at the stage of recruiting. With wrong recruitment, the organisation, the organisation has to pay in terms of low productivity, low competency and wrong placement. The organisation suffers heavily in beating competition and bringing innovations, if proper recruitment is not done and the right kind of manpower is not deployed in the Organisation.
  2. 2. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 2 In order to overcome this scenario a psychometric testing can be done while screening and selection process. The use of psychometric testing helps to avoid falter and the right kind of manpower can be deployed. The Project entitled “The use of Psychometric testing in Recruitment and selection process” is been undertaken at Hash Works IT Service. The purpose of the study was to understand the behaviours as well as the technique used while screening and selection process of the candidate. As the main purpose of this project is to have in depth knowledge and analysis about the chosen topic of interest. The term “Psychometric Testing” evokes different reactions in different people. Some people think of it as an enigmatic thing, some other treat it as recent fade and still others tend to think of it as something fearsome. By and large, a negative perception has been woven around psychometric tests. A psychological test in reality is essentially an objective and standardized measure of a sample of behaviour. Psychological tests are like the tests in any other science, insofar as observations are made on a small but carefully chosen sample of an individual’s behaviour. An important point to notice here is that psychometric tests include both personality tests as well as the aptitude tests like verbal ability, numerical reasoning etc. In a larger perspective the project intended at studying the “Use of Psychometric testing in Recruitment and selection Process” of Hash Works, finding out the reasons of attrition and problems in the existing model of the organization & Conducting a comparative analysis of it. The second part of the research deals with the detail study of the psychometric tests which aroused in the recruitment and selection processes. In the end proposing a modified model for Hash Works.
  3. 3. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 3 Exploratory research was used for this research and convenience sampling was the technique used to collecting the primary data. Primary data is collected through the questionnaire and discussion with various it managers of the companies. Secondary data was collected from magazines and through websites. The limitations of the study were limited time span of the project, sample size was very less and most of the employees were busy in their work, so getting reliable information was very difficult. The tools and the technique used for analysing and presentation of the data including table, pie- diagram, bar-charts, and simple percentage method. Interpretation has been made on the basis of the finding. The study is present in the form of five chapters being- firstly, introduction to the study which gives a brief explanation about the various aspects necessary of study and the theoretical background of the study. Secondly, industry profile and the company profile provides the insights about the situations of the IT industry and also about the past and the present standing of the company where the internship was carried on. Third being analysis and interpretation that involves the analysis and interpretation data collected using various statistical tools and technique in the form of various tools, charts and graphs. The fourth chapter is summary of findings and suggestions that contain the summary of findings and conclusion made during the study done at Hash Works. It also contains the suggestions that can be initiated for Hash Works for making new strategic plans. The fifth and the last chapter deals about the conclusion and learning experience and the entire study done on the industry in general as well as in specific and also the learning throughout the period of internship. The growing use of these psychometric tests by HR professionals all over the world, this topic for the project was chosen.
  4. 4. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 4 CHAPTER 1 INTRODUCTION
  5. 5. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 5 Chapter 1: Introduction 1.1 Title of the study: “A Study on Use of Psychometric Testing in Recruitment & Selection Process at Hash Works IT Service Pvt.ltd” The Success of every Organisation begins from the stage of Recruitment. Recruiting the right candidate can bring out the right kind of manpower which can be deployed to the organisation. “If you get the right mix of people working for your company, it will have a far greater chance of Success” - Richard Branson (Founder of Virgin Group) 1.2 Problem statement: In order to overcome this scenario a psychometric testing can be done while screening and selection process. The use of psychometric testing helps to avoid falter and the right kind of manpower can be deployed. Psychometric Testing today is employed in a wide variety of setting, from educational to industrial organizations, for a diverse range of purposes. Especially from the HR point of view, its uses have increased manifold over the last few years. Psychometric tests have been used since the early part of the 20th century and were originally developed for use in educational psychology. These days, outside of education, you are most likely to encounter psychometric testing as part of the recruitment or
  6. 6. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 6 selection process. Tests of this sort are devised by occupational psychologists and their aim is to provide employers with a reliable method of selecting the most suitable job applicants or candidates for promotion. 1.3 Need of the study: Organisations these days prefers candidates who have gone through Psychometric Testing, it’s a level playing field: employers value them because they are a fair way of comparing different candidates’ strengths regardless of educational background. This study will help’s to provide a solution and give a prompt strategical approach which can be adapted for the Organisation as how psychometric testing helps in Recruitment and Selection process. 1.4 Objectives of the study:  To help the organization in recruitment and selection process.  To assess employment suitability.  To gain an accurate bearing of the candidate’s cognitive abilities and personality style.  To measure how employees work with each other.  To understand the effectiveness of Psychometric testing.  To increase personality, preferences and abilities.  To handle stress of the employees.  To find out the improvement of the employees after attending the Psychometric testing.  To provide opinions and suggestions regarding the Psychometric Testing.  To find out how psychometric test helps in controlling attrition rate. 1.5 Scope of the Study: The study entitled “A study on use of psychometric test in Recruitment and Selection Process” with special reference from Hash Works IT Service at Bangalore is based on the employee’s survey through questionnaire as well as personal interview in. This study consists of sample size 20 employees in various departments. The duration of the study is 10days. The research data has been collected through structured questionnaire method.
  7. 7. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 7 1.6 Limitations of the research  Very limited time span of the project.  Sample units is very less.  Sampling error may occur.  Most of the employee were busy in their work, so getting reliable information was difficult.  There may be bias on the part of employees while answering to the questions. 1.7 Research design: A research design is the plan of a research study. The design of a study defines the study type (descriptive, correlational, semi-experimental, experimental, review, meta-analytic) and sub- type (e.g., descriptive-longitudinal case study), research question, hypotheses, independent and dependent variables, experimental design, and, if applicable, data collection methods and a statistical analysis plan. The essential parameters of a research project, including factors such as its basic approach (qualitative, quantitative or some combination); the sample or target to be interviewed or observed; numbers of interviews or observations; research locations; questionnaire or discussion outline; tasks and materials to be introduced; and so on. There are always many possible ways to address a specific research problem and the research design - the way the researcher formulates the problem and designs a project to address the client's issues - is a key part of how a research proposal is evaluated.
  8. 8. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 8 Methodology adopted: Research type : Exploratory Source of data : Primary and Secondary Sampling technique : Convenience sampling Sample unit : 50 Data analysis tool : Microsoft Excel. Exploratory research Exploratory Research is research conducted for a problem that has not been clearly defined. It often occurs before we know enough to make conceptual distinctions or to posit an explanatory relationship. Exploratory research helps determine the best research design, data-collection method and selection of subjects. Convenience sampling In convenience sampling selection, the researcher chooses the sampling units on the basics of convenience or accessibility. It is called accident samples because the sample unit enter by accident. Primary data Primary data is collected through the questionnaires and discussion with the Talent Acquisition Team and by conducting a questionnaire section with the UIUX, Design & Development Team of Hash Works IT Service.
  9. 9. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 9 Secondary data Secondary data was collected from the company magazines and various other websites. As the subject under study is concerned with the study Psychometric Testing, The main source of information are both the internal and external source of the company. 1.8 Literature review: Purpose: Literature review is one of the prime parts of dissertation. The very basic purpose of the literature review is to gain insight on the theoretical background of the research problem. It helps the researcher to gain strong theoretical basis of the problem under study and also help to explore whether anyone has done research on the related issue that’s why literature review helps one to find out the path of problem solving. In this regards, the very basic purpose of literature review in this dissertation is same as mentioned above. 1.8.1 What are Psychometric Test? Psychometric tests are standardised psychological measurements of knowledge, abilities, attitudes or personality traits. Psychometric tests have been extensively used in commercial, academic and educational settings for centuries and their popularity has continued to increase. Psychometric tests work by recording a candidates responses to a set of questions, designed to measure a specific psychological construct, such as cognitive ability or personality. These psychological constructs have been found to be related to real-world outcomes, such as job performance, trainability and competence. In an employee selection setting, psychometric tests provide the ultimate insight into a candidates potential, providing a meaningful and highly valid prediction of that candidates knowledge, skills, abilities and other characteristics of good job performance. Psychometric tests may be purchased by organisations from psychometric test publishers off-the-shelf, or alternatively bespoke psychometric tests may be designed specifically for an organisation.
  10. 10. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 10 Traditionally, psychometric tests have been administered in paper/pencil format, but modern psychometric tests now use the internet for delivery. This means that hundreds, or even thousands, of candidates can be tested from the click of a button, and their data can be compiled and reported automatically. Today, the vast majority of psychometric tests are conducted online, leading to massive growth in the psychometric testing industry. Candidates from all job levels, from entry level staff to chief executives, psychometric tests are highly effective predictors of job performance in any role or selection process. Additionally, employing organisations are increasingly using bespoke psychometric tests, assessments designed specifically for their organisation. This allows organisations to tailor assessments to the role, guaranteeing congruency between the role and its assessments. Scroll down to read more about bespoke psychometric tests and bespoke psychometric testing. Psychometric analysis is done to measure what a person talks and thinks about. It is designed to measure the concept of intelligence of an individual. In an organization, the psychometric tools are used to select the right people for the right job and to increase the organization effectiveness. Various tools are employed for this purpose but an organization will chose only those tools that match their specification. Psychometric tools are used for assessing the behavioural aspects of an individual, it is also used for appraisals, stress management and various training needs. Psychometric tests play a very useful role in both the assessment and development of individuals.
  11. 11. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 11 1.8.2 Psychometric Testing Helps Find the Best People for the Job Psychometric testing has become a beneficial tool that companies use for recruitment as well as employee promotion. Utilizing psychometric tests allows companies to select the person most suited for the position that needs to be filled-either from a host of job applicants or from the roster of employees due for promotion. Different Jobs for Different Personalities Different jobs require specific sets of skills, intellect and personality. A position in sales requires a lot of interaction with various kinds of people so having a persuasive and pleasing personality is ideal. Managers, on the other hand, should have strong leadership skills and aptitude for strategy development. These attributes cannot be easily determined with a series of interviews and impressions are not always accurate. Through psychometric testing, however, companies will have a better idea regarding an applicant’s suitability for a specific job vacancy. Psychometric Tests Measure Ability, Intelligence and Personality Psychometric tests are developed by occupational psychologists to measure a person’s aptitude, intelligence and personality. Through these tests, employers are able to have an idea if a candidate has the capacity to handle a certain position in the company. Moreover, employers will be able to determine if an applicant is compatible with their working environment. Screening applicants through psychometric tests enables companies to find the right match for each job position. The results of these tests will serve to support a candidate’s initial interview. Through psychometric testing, companies get to avoid the hit-and-miss of the hiring process. Screening applicants gets easier as employers get to focus on preferred attributes for the job and select the best suited candidate to hire and join their team.
  12. 12. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 12 1.8.3 STUDY OF PSYCHOMETRIC TESTS IN DETAIL Psychometric tests are used as a process map to plot the psychological traits of an individual in order to measure sensitivity, memory, intelligence aptitude and personality. These tests can help the individual to make the best possible career choice and can enable employees to check the suitability of a potential candidate for a specific vacancy. Following are the tests which are covered under this research: PsychometricTesting Personality Test Myers Brig Type Indicator 16PF (Personality Factors) Thematic Apperception Test (TAT) Behavior Event Interview (BEI) Aptitude & Ability Test Achivement Test Aptitude Test Inteligent Test
  13. 13. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 13 1.8.4 PERSONALITY TEST: A personality test is a questionnaire or other standardized instrument designed to reveal aspects of an individual's character or psychological makeup. Personality is defined as the particular pattern of behaviour and thinking that prevails across time and contexts, and differentiates one person from another. Personality test describes the character pattern of a person. The first personality tests were developed in the 1920s and were intended to ease the process of personnel selection, particularly in the armed forces. Since these early efforts, a wide variety of personality tests have been developed, notably the Myers–Briggs Type Indicator (MBTI), the Minnesota Multiphasic Personality Inventory (MMPI), and a number of tests based on the five factor model of personality, such as the Revised NEO Personality Inventory. Personality tests are used in a range of contexts, including individual and Career Counselling, employment testing, occupational health and safety and customer interaction management.
  14. 14. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 14 E.g.: Following below is a picture describes about different Door’s, as each Door’s reveals about different nature. Choosing any of the door reveals the personality of the individual. Which Path Would You Like To Take In Your Life? There are so many paths we can take in life. Whether yours is one of freedom, excitement, privacy, or among many others, how we project what we seek defines us. It makes us who we are. Our intention creates our reality and we manifest every second of our experiences. Here are just six of many paths you can take. Which one will you choose?  If You Choose No.1 YOUR PATH IS FREEING. You are the type of person who needs a ton of space. You need the freedom to do things your own way. You prefer a path that you carve yourself, especially one with infinite possibilities and routes. You don't want to feel constrained. You are highly independent and even rebellious, but you don't like confrontation. You're more likely to
  15. 15. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 15 passively resist someone or something. You hate to be rushed, and you prefer to take the time to savour life. You're too busy enjoying life to draw attention to yourself.  If You Choose No.2 YOUR PATH IS PRIVATE. You are the kind of person who prefers to travel alone. You like to observe, think, and sort out whatever is in your head. You prefer a path that's fit for one. You can see others once you arrive at your destination, but you need your downtime first. You are very original and insightful. You look at the world in a unique way, and others can benefit from your point of view. You are a bit of a loner, but you connect well with people when you take the time. You are very understanding.  If You Choose No.3 YOUR PATH IS COLORFUL. You are a very engaging and engaged person. You love to be a part of the world... you like to experience it all. Your ideal path is filled with colour, excitement, and beauty. For you, it's more about the journey than the destination. You are curious and excited to learn more. You love to start conversations, and you ask lots of questions. You are intellectual and witty. You think of more zingers than you'd ever use, and you keep people laughing.  If You Choose No.4 YOUR PATH IS EXCITING! You are always moving forward in your life, often into the unknown. You just go for it and deal with the consequences later. Your ideal path is unpredictable and maybe even a little scary. You are drawn to the unknown. You can be a rule breaker, and you're even somewhat careless. You have been known to act without thinking, but it usually all works out for you. You are very spontaneous and a major thrill seeker. You are going to make the most of the time you've been given on this planet!
  16. 16. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 16  If You Choose No.5 YOUR PATH IS WELCOMING. You are a peace-seeking, low maintenance person. You are very content, and you don't like to be bothered. Your ideal path is clear cut and enjoyable. You want to enjoy your trip and to know what you're getting into. You will often take the easy choice whenever possible. Life is hard enough, and you never want to make it harder on yourself. You are stable and supportive of those around you. You are known for your consistency and down to earth perspective.  If You Choose No.6 YOUR PATH IS QUIET. You value solitude in all aspects of your life. You can spends large periods of time alone without feeling lonely. Your ideal path is one that is very still and quiet. You want to absorb everything around you without feeling overwhelmed. You seek meaning in every.
  17. 17. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 17 1.8.5 APTITUDE & ABILITY TEST These test measure general mental ability or intelligence of an individual. Ability tests can categorized into the following:  Achievement test: Measures the previous learning and knowledge.  Aptitude test: Measures potential for acquiring a specific skill.  Intelligence test: Measures the potential to solve the problems and adapt to changes.  Achievement Testing – A Test that measures the accomplishment of an individual after a period of training or learning. “A type of Ability test that describes about a person who has learned to do “ -Thronegike An achievement test is a test of developed skill or knowledge. The most common type of achievement test is a standardized test developed to measure skills and knowledge learned in a given grade level, usually through planned instruction, such as training or classroom instruction. Achievement tests are often contrasted with tests that measure aptitude, a more general and stable cognitive trait.
  18. 18. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 18  Aptitude Testing: An aptitude test is any type of assessment that evaluates the talent ability/potential to perform a certain task, with no prior knowledge and or training. To simplify this definition, think about the following examples: A True False Cannot say Verbal Reasoning test could help a legal firm evaluate the ability of a lawyer to draw conclusions from legal documents. A concentration test could help a rail operator evaluate a driver's ability to keep focused while being involved in the monotonous work of driving a train.  Numerical Tests.  Verbal Tests.  Language/Literacy Skills Tests.  Diagrammatic Reasoning.  Error Checking  Concentration Tests etc. are the different kinds of Aptitude Test. E.G: Given below is an Aptitude test based on Verbal, Numeric &Mechanical Aptitude Test Question #1 Three of the following are alike in some way: Finch, Crow, Ostrich, Robin. Please select the one that is different. Question #2 You put the same amount of weight at the end of these two pendulums. If you let go of the two pendulums at the same time, which will swing faster?
  19. 19. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 19 1.8.6 MYER BRIG TYPE INDICATOR (MBTI) The Myers–Briggs Type Indicator (MBTI) is an introspective self-report questionnaire designed to indicate psychological preferences in how people perceive the world and make decisions. The MBTI was constructed by Katharine Cook Briggs and her daughter Isabel Briggs Myers. It’s based on typological theory proposed by Carl Jung who had speculated there are four principal psychological functions by which humans experience the world – sensation, intuition, feeling, and thinking – and that one of these four functions is dominant for a person most of the time. The MBTI was constructed for normal populations and emphasizes the value of naturally occurring differences. “The underlying assumption of the MBTI is that we all have specific preferences in the way we construe our experiences, and these preferences underlie our interests, needs, values, and motivation.” Although popular in the business sector, the MBTI exhibits significant psychometric deficiencies, notably including poor validity (i.e. not measuring what it purports to measure) and poor reliability (giving different results for the same person on different occasions). The four scales used in the MBTI have some correlation with four of the Big Five personality traits, which are a more commonly accepted framework. The MBTI consist of four bipolar dimensions. Myer’s Brig Type Indicator is based on Personality Framework that helps individuals explore: Sensing – Intuition (S-N) Thinking – Feeling (T-F) Extraversion – Introversion (E-I) Judging-Perceiving(J-P)
  20. 20. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 20 How they direct their Energy (Introversion VS Extroversion) How they gather Information.(Sensing and Intution) How they prefer to make decisions.(Thinking and Felling) How they conect themselves with the external world.(Judging and Perceving) It provides information about individuals preferred style of working and Interacting with others. There is no right or wrong answers and a key feature of the MBTI is its focus on likely strengths and positive qualities of different personality styles and thus the feedback people receive is always constructive. The Myers-Briggs Type Indicator (MBTI) describes an Individual’s personality preferences. The MBTI questionnaire is the most widely used personality questionnaire Worldwide. More than 3.5millon questionnaires are completed worldwide every year and there are over 13000 Questioners in Countries like open. It’s based on over 50years research and development and is available in 19 languages. Over 600 dissertations have been written in MBTI and there are well over 1000 articles and dozens of books. An average of 2million people in the United States takes MBTI each year and it has been translated recently in more than 30languages. The MBTI is a registered trademark of Myers Brigg Type Indicator Trust and published by CPP, Inc. (formerly Consulting Psychologist Press) who also distributes the inventory. The MBTI is available from CPP and its licensees is approximately in 20 foreign Languages. In addition, alternative versions of the inventory have been scientifically customized and validated for other languages and cultures for which a straight translation of English language terms would yield inaccurate results. The centre for applications of psychological Type (CAPT) is a non-profit educational Organisation founded by Myers Brigg and Psychologist Mary McCaulley to promote continued research into psychological type and application of psychological type to foster enhanced
  21. 21. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 21 personal development, increased human understanding, and Improved Management of human Conflict. Another non-profit Organization, the Association of Psychological Type (APT) is an International member of education and certification for professionals who use type in their occupations and professional practices. Membership is also open to lay persons who want to enrich their understanding and application type. 1.8.7 Basic Model of MBTI The basic model of MBTI proposes two kind of mental Processes and two kind of Mental Orientations. Two kind of Mental Process are: 1) Sensing-Intuition (S-N) 2) Thinking-Feeling (T-F) Two Kinds of mental Orientations are: 1) Extraversion-Introversion (E-I) 2) Judging-Perceiving (J-P) Sensing-Intuition (S-N) The first set of mental preferences relates to how people "Perceive" or take in information. It distinguishes a predisposition for gathering data directly through the senses as facts, details, and precedents(S ensign) versus indirectly as relationships, Patterns, and possibilities (Intuition). A sensing personality prefers to focus on information gained from the five senses and on practical applications whereas intuition prefers to focus on patterns, connections and possible meanings. Hence those who prefer Sensing Perception favour clear, tangible data and information that fits in well with their direct here-and-now experience. In contrast, those who prefer Introversion: Perception are drawn to information that is more abstract, conceptual, big- picture, and represents imaginative possibilities for the future.
  22. 22. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 22 Example: Sensing “Paying attention to physical reality, what you see, hear, touch, taste, and smell.”  I remember events as snapshots of what actually happened.  I solve problems by working through facts until I understand the problem.  I am pragmatic and look to the "bottom line."  I start with facts and then form a big picture.  I trust experience first and trust words and symbols less.  Sometimes I pay so much attention to facts, either present or past, that I miss new possibilities. Sensing Characteristics  ESTJ - Overseer  ESTP - Persuader  ESFJ - Supporter  ESFP - Entertainer  ISTJ - Examiner  ISTP - Craftsman  ISFJ - Defender  ISFP - Artist Sensing Personality Types  Concrete  Realistic  Lives in the present  Aware of surroundings  Notices details  Practical  Goes by senses
  23. 23. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 23 Example: Intuition (N) “Paying the most attention to impressions or the meaning and patterns of the information”  I remember events by what I read "between the lines" about their meaning.  I solve problems by leaping between different ideas and possibilities.  I am interested in doing things that are new and different.  I like to see the big picture, then to find out the facts.  I trust impressions, symbols, and metaphors more than what I actually experienced  Sometimes I think so much about new possibilities that I never look at how to make them a reality. Intuitive Characteristics  Future-focused  Sees possibilities  Inventive  Imaginative  Deep  Theoretical  Idealistic  Complicated Intuition Personality Types  ENTJ - Chief  ENTP - Originator  ENFJ - Mentor  ENFP - Advocate  INTJ - Strategist  INTP - Engineer  INFJ - Confidant  INFP – Dreamer
  24. 24. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 24 THINKING-FEELING The second set of mental preferences identifies how people form "Judgments" or make decisions. It distinguishes a preference for deciding via objective, impersonal logic. A thinking personality prefers to base decisions on logic and objective analysis of cause and effect on the other hand feeling prefers to base decisions on a valuing process, considering what is important to people. Those who prefer Thinking Judgment have a natural preference for making decisions in an objective, logical, and analytical manner with an emphasis on tasks and results to be accomplished. Those whose preference is for Feeling Judgment make their decisions in a somewhat global, visceral, harmony and value-oriented way, paying particular attention to the impact of decisions and actions on other people. Judging likes a planned, organized approach to life, and prefers to have things decided but perceiving likes a flexible, spontaneous approach and prefers to keep options open.
  25. 25. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 25 Thinking (T) Thinking refers to how people make decisions. Thinking people are objective and make decisions based on facts. They are ruled by their head instead of their heart. Thinking people judge situations and others based on logic. Thinking Characteristics  Logical  Objective  Decides with head  Wants truth  Rational  Impersonal  Critical  Thick-skinned  Firm with people  Driven by thought Thinking Personality Types  ESTJ - Overseer  ESTP - Persuader  ENTJ - Chief  ENTP - Originator  ISTJ - Examiner  ISTP - Craftsman  INTJ - Strategist  INTP – Engineer
  26. 26. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 26 Example: Thinking (T): When I make a decision, I like to find the basic truth or principle to be applied, regardless of the specific situation involved. I like to analyse pros and cons, and then be consistent and logical in deciding. I try to be impersonal, so I won't let my personal wishes--or other people's wishes--influence me.  I enjoy technical and scientific fields where logic is important.  I notice inconsistencies.  I look for logical explanations or solutions to most everything.  I make decisions with my head and want to be fair.  I believe telling the truth is more important than being tactful.  Sometimes I miss or don't value the "people" part of a situation.  I can be seen as too task-oriented, uncaring, or indifferent. Feeling (F) Feeling refers to how people make decisions. Feeling people are subjective and make decisions based on principles and values. They are ruled by their heart instead of their head. Feeling people judge situations and others based on feelings and extenuating circumstances. Feeling Characteristics  Decides with heart  Dislikes conflict  Passionate  Driven by emotion  Gentle  Easily hurt  Empathetic  Caring of others  Warm
  27. 27. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 27 Feeling Personality Types  ESFJ - Supporter  ESFP - Entertainer  ENFJ - Mentor  ENFP - Advocate  ISFJ - Defender  ISFP - Artist  INFJ - Confidant  INFP - Dreamer Example: FEELING (F): I believe I can make the best decisions by weighing what people care about and the points-of- view of persons involved in a situation. I am concerned with values and what is the best for the people involved. I like to do whatever will establish or maintain harmony. In my relationships, I appear caring, warm, and tactful.  I have a people or communications orientation.  I am concerned with harmony and nervous when it is missing.  I look for what is important to others and express concern for others.  I make decisions with my heart and want to be compassionate.  I believe being tactful is more important than telling the "cold" truth.  Sometimes I miss seeing or communicating the "hard truth" of situations.  I am sometimes experienced by others as too idealistic, mushy, or indirect. Extroverts-Introverts(EI) Extraverted and introverted are opposite preferences. A person's natural tendency toward one will be stronger than the other. It distinguishes a preference for focusing attention on, and drawing energy from, the outer world of people and things versus the inner world of ideas and impressions.
  28. 28. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 28 "It is up to each person to recognize his or her true preferences." Isabel Briggs Myers Those who prefer Introversion draw their primary energy from the inner world of information, thoughts, ideas, and another reflections. When circumstances require an excessive amount of attention spent in the “outside" world, those preferring Introversion find the need to retreat to a more private setting As if to recharge their drained batteries. In contrast, those who prefer Extraversion are drawn to the outside world as their elemental source of energy. Rarely, if ever, do extraverted preference people feel their energy batteries are "drained" by excessive amounts of interaction with the outside world. They must engage the things, people, places and activities going on in the outside world for their life force. Hence an introvert prefers to draw energy from the outer world of Activity, people and things; an extrovert on the other hand prefers to draw energy from the inner world of reflections, feelings and ideas. While the E-I dimension was Jung's gift to general psychology, unfortunately it has been widely distorted into a well-unwell scale with characteristics of Introversion being cast in a negative light and conversely characteristics of Extraversion cast in a positive light. This cultural bias frequently leads natural introverted types to misidentify their primary preference as Extraversion.
  29. 29. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 29 Example: Extraverts vs Introverts: Extraversion (E) I like getting my energy from active involvement in events and having a lot of different activities. I'm excited when I'm around people and I like to energize other people. I like moving into action and making things happen. I generally feel at home in the world. I often understand a problem better when I can talk out loud about it and hear what others have to say.  I am seen as "outgoing" or as a "people person."  I feel comfortable in groups and like working in them.  I have a wide range of friends and know lots of people.  I sometimes jump too quickly into an activity and don't allow enough time to think it over.  Before I start a project, I sometimes forget to stop and get clear on what I want to do and why. Extraversion is a preference to focus on the world outside the self. Extraverts enjoy social interactions and tend to be enthusiastic, verbal, assertive, and animated. They enjoy large social gatherings, such as parties and any kind of group activity. Extroverts are likely to enjoy time. Extravert Characteristics  Assertive  Gregarious  Talkative  Social/outgoing  Likes groups, parties, etc.  Energized by interaction  Expressive & enthusiastic  Volunteers personal information  Distractible  Has many friends  Easy to approach
  30. 30. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 30 Extraverted Personality Types  ESTJ - Overseer  ESTP - Persuader  ESFJ - Supporter  ESFP - Entertainer  ENTJ - Chief  ENTP - Originator  ENFJ - Mentor  ENFP - Advocate Introversion (I) I like getting my energy from dealing with the ideas, pictures, memories, and reactions that are inside my head, in my inner world. I often prefer doing things alone or with one or two people I feel comfortable with. I take time to reflect so that I have a clear idea of what I'll be doing when I decide to act. Ideas are almost solid things for me. Sometimes I like the idea of something better than the real thinkers. Introversion is a preference to focus on the world inside the self. Introverts tend to be quiet, peaceful and deliberate and are not attracted to social interactions. They prefer activities they can do alone or with one other close friend, activities such as reading, writing, thinking, and Inventing
  31. 31. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 31 Introvert Characteristics  Energized by time alone  Private  Keeps to self  Quiet  Deliberate  Internally aware  Fewer friends  Prefer smaller groups  Independent  Not socially inclined  Enjoys solitude  Thinks before speaking Introverted Personality Types  ISTJ - Examiner  ISTP - Craftsman  ISFJ - Defender  ISFP - Artist  INTJ - Strategist  INTP - Engineer  INFJ - Confidant  INFP - Dreamer
  32. 32. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 32 JUDGING–PERCEIVING It distinguishes an outward preference for having things planned and organized(Judging) versus flexible style based more on staying open to options than deciding (Perceiving).Those who prefer Judging rely upon either their Thinking or Feel in Preference to manage their outer life. This typically leads to a style oriented towards closure, organization, planning, or in some Fashion managing the things and or people found in the external environment. The drive is to order the outside world. ThosewhopreferPerceiving relyuponeithertheirSensing or Intuition Preferencetoruntheirouterlife.Thistypicallyresultsinanopen,adaptable,flexiblestyleofrelatingtothethings andpeoplefoundintheoutsideworld.Thedriveistoexperiencetheoutsideworldratherthanorderit;ingeneral lackofclosureiseasilytolerated.
  33. 33. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 33 Judging (J) Judging is the preference outwardly displayed. Judging does not mean "judgmental". Judging people like order, organization and think sequentially. They like to have things planned and settled. Judging people seek closure. Judging Characteristics  Decisive  Controlled  Good at finishing  Organized  Structured  Scheduled  Quick at tasks  Responsible  Likes closure Judging Personality Types  ESTJ - Overseer  ESFJ - Supporter  ENTJ - Chief  ENFJ - Mentor  ISTJ - Examiner  ISFJ - Defender  INTJ - Strategist  INFJ – Confidant
  34. 34. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 34 1.8.8 CODE FOR SIXTEEN PERSONALITY TYPES The permutations of these four preference dichotomies result in the 16 personality types that form the basis of Myers' model and the MBTI inventory. E OR I Which is your most favoured energy Sources? S OR N Which is your most favoured Perceiving Mental Process? T OR F Which is your most favoured Judging Mental Process? J OR P Which kind of mental process leads your Outside World Orientation? The sixteen personality types of MBTI result from the cross-products of these four dimensions and are shown in the following figure. Each of these is associated with a unique set of behavioural characteristics and values. These provide a useful starting point for individual feedback, self-exploration and group discussion The Sixteen Types at a Glance 1. ISTJ For ISTJs the dominant quality in their lives is an abiding sense of responsibility for doing what needs to be done in the here-and-now. Their realism, organizing abilities, and command of the facts lead to their completing tasks thoroughly and with great attention to detail. Logical pragmatists at heart, ISTJs make decisions based on their experience and with an eye to efficiency in all things. ISTJs are intensely committed to people and to the organizations of which they are a part; they take their work seriously and believe others should do so as well.
  35. 35. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 35 2. ISFJ For ISFJs the dominant quality in their lives is an abiding respect and sense of personal responsibility for doing what needs to be done in the here-and-now. Actions that are of practical help to others are of particular importance to ISFJs. Their realism, organizing abilities, and command of the facts lead to their thorough attention in completing tasks. ISFJs bring an aura of quiet warmth, caring, and dependability to all that they do; they take their work seriously and believe others should do so as well. 3. INFJ For INFJs the dominant quality in their lives is their attention to the inner world of possibilities, ideas, and symbols. Knowing by way of insight is paramount for INFJs, and they often manifest a deep concern for people and relationships as well. INFJs often have deep interests in creative expression as well as issues of spirituality and human development. While the energy and attention of INFJs are naturally drawn to the inner world of ideas and insights, what people often first encounter with INFJs is their drive for closure and for the application of their ideas to people's concerns? 4. INTJ For INTJs the dominant force in their lives is their attention to the inner world of possibilities, symbols, abstractions, images, and thoughts. Insight in conjunction with logical analysis is the essence of their approach to the world; they think systemically. Ideas are the substance of life for INTJs and they have a driving need to understand, to know, and to demonstrate competence
  36. 36. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 36 in their areas of interest. INTJs inherently trust their insights, and with their task-orientation will work intensely to make their visions into realities. 5. ISTP For ISTPs the driving force in their lives is to understand how things and phenomena in the real world work so they can make the best and most effective use of them. ISTPs are logical and realistic people, and they are natural trouble-shooters. When not actively solving a problem, ISTPs are quiet and analytical observers of their environment, and they naturally look for the underlying sense to any facts they have gathered. ISTPs do often pursue variety and even excitement in their hands-on experiences. Although they do have a spontaneous, even playful side, what people often first encounter with them is their detached pragmatism? 6. ISFP For ISFPs the dominant quality in their lives is a deep-felt caring for living things, combined with a quietly playful and sometimes adventurous approach to life and all its Experiences. ISFPs typically show their caring in very practical ways, since they often prefer action towards. Their warmth and concern are generally not expressed openly, and what people often first encounter with ISFPs is their quiet adaptability, realism, and "free spirit" spontaneity. 7. INFP For INFPs the dominant quality in their lives is a deep-felt caring and idealism about people. They experience this intense caring most often in their relationships with others, but they may also experience it around ideas, projects, or any involvement they see as important. INFPs are
  37. 37. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 37 often skilled communicators, and they are naturally drawn to ideas that embody concern for human potential. INFPs live in the inner world of values and ideals, but what people often first encounter with the INFP in the outer world is their adaptability and concern for possibilities. 8. INTP For INTPs the driving force in their lives is to understand whatever phenomenon is the focus of their attention. They want to make sense of the world -- as a concept -- and they often enjoy opportunities to be creative. INTPs are logical, analytical, and detached in their approach to the world; they naturally question and critique ideas and events as they strive for understanding. INTPs usually have little need to control the outer world, or to bring order to it, and they often appear very flexible and adaptable in their lifestyle. 9. ESTP For ESTPs the dominant quality in their lives is their enthusiastic attention to the outer world of hands-on and real-life experiences. ESTPs are excited by continuous involvement in new activities and in the pursuit of new challenges. ESTPs tend to be logical and analytical in their approach to life, and they have an acute sense of how objects, events, and people in the world work. ESTPs are typically energetic and adaptable realists, who prefer to experience and accept life rather than to judge or organize it. 10. ESFP For ESFPs the dominant quality in their lives is their enthusiastic attention to the outer world of hands-on and real-life experiences. ESFPs are excited by continuous involvement in new activities and new relationships. ESFPs also have a deep concern for people, and they show
  38. 38. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 38 their caring in warm and pragmatic gestures of helping. ESFPs are typically energetic and adaptable realists, who prefer to experience and accept life rather than to judge or organize it. 11 .ENFP For ENFPs the dominant quality in their lives is their attention to the outer world of possibilities; they are excited by continuous involvement in anything new, whether it be new ideas, new people, or new activities. Though ENFPs thrive on what is possible and what is new, they also experience a deep concern for people as well. Thus, they are especially interested in possibilities for people. ENFPs are typically energetic, enthusiastic people who lead spontaneous and adaptable lives. 12. ENTP For ENTPs the driving quality in their lives is their attention to the outer world of possibilities; they are excited by continuous involvement in anything new, whether it be new ideas, new people, or new activities. They look for patterns and meaning in the world, and they often have a deep need to analyse, to understand, and to know the nature of things. ENTPs are typically energetic, enthusiastic people who lead spontaneous and adaptable lives. 13. ESTJ For ESTJs the driving force in their lives is their need to analyse and bring into logical order the outer world of events, people, and things. ESTJs like to organize anything that comes into their domain, and they will work energetically to complete tasks so they can quickly move from one to the next. Sensing orients their thinking to current facts and realities, and thus gives their
  39. 39. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 39 thinking a pragmatic quality. ESTJs take their responsibilities seriously and believe others should do so as well. 14. ESFJ For ESFJs the dominant quality in their lives is an active and intense caring about people and a strong desire to bring harmony into their relationships. ESFJs bring an aura of warmth to all that they do, and they naturally move into action to help others, to organize the world around them, and to get things done. Sensing orients their feeling to current facts and realities, and thus gives their feeling a hands-on pragmatic quality. ESFJs take their work seriously and believe others should as well. 15. ENFJ For ENFJs the dominant quality in their lives is an active and intense caring about people and a strong desire to bring harmony into their relationships. ENFJs are openly expressive and empathic people who bring an aura of warmth to all that they do. Intuition orients their feeling to the new and to the possible, thus ENFJs often enjoy working to manifest humanitarian vision, or helping others develop their potential. ENFJs naturally and conscientiously move into action to care for others, to organize the world around them, and to get things done. 16. ENTJ For ENTJs the driving force in their lives is their need to analyse and bring into logical order the outer world of events, people, and things. ENTJs are natural leaders who build conceptual models that serve as plans for strategic action. Intuition orients their thinking to the future, and gives their thinking an abstract quality. ENTJs will actively pursue and direct others in the pursuit of goals they have set, and they prefer a world that is structured and organized.
  40. 40. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 40 1.8.9 APPLICATIONS OF MBTI:  Individualdevelopment Understanding of preferred working style and how to use it more effectively.  Managementandleadershipdevelopment Help managers and leaders to appreciate the impact of their personal style on others. Identify their strengths and any areas which they may need to develop to become more effective. Can be used as part of an executive coaching program.  TeamBuilding Increase awareness of the team's working style. Through this, improve team communication, enhance problem solving, encourage appreciation of diversity and resolve conflict.  Facilitates team building.  Easy to use, score and explain plus Short and quick to complete.  Promotes a constructive approach to individual differences.  Assists in diagnosing cultural and organizational issues.  Provides a powerful conceptual framework, allowing you to deepen your knowledge and applyitinmanysituations.  Organizationalchange Understand why people react differently to change and how to support them though the process.  Improvingcommunication Help people to understand how to communicate effectively with different people and develop influencing and persuading skills
  41. 41. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 41  Educationandcareercounselling Identify learning styles and motivations, improve teaching and training methods and provide career guidance.  RELIABILITY 1.8.10 BENEFITS AND LIMITATIONS OF MBTI:  Increased self-awareness and better self-management.  Develop and appreciation and value for differences.  Improved communication and Increased interpersonal skills.  Can lead to motivated behaviour.  Can provide an effective avenue for conflict resolution.  Increased problem resolution.  Better understanding of the decision making process  Provides a guideline of how to be a more effective leader, manager, teacher, learner, and team member. LIMITATIONS  Itdoesnotgiveinformationaboutintelligence,abilitiesortechnicalexpertise.  Shouldnotbethemaincriteriaforselection.  Shouldnotbeusedtotypecastothersratheremphasizeonstrengths.
  42. 42. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 42 1.9.0 Thematic Appreciation Test: The Thematic Apperception Test (TAT) is a projective psychological test. Proponents of the technique assert that subjects' responses, in the narratives they make up about ambiguous pictures of people, reveal their underlying motives, concerns, and the way they see the social world. Historically, the test has been among the most widely researched, taught, and used of such techniques. The TAT was developed during the 1930s by the American psychologist Henry A. Murray And psychoanalyst Christiana D. Morgan at the Harvard Clinic at Harvard University. The TAT is often administered to individual’s part of battery, or group, of tests intended to evaluate personality. It’s considered to be effective in eliciting information about a person’s view of the world and his or her attitudes towards themselves and others. It’s a projective technique to assess the personality of an individual and consists of 31 picture cards that provides stimulus for candidate to create stories concerning relationships or social
  43. 43. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 43 situations suggested by the pictures. The story will project information concerning their needs, attitudes, emotional difficulties etc. Historically, it has been among the most wide used, researched test. It helps in exploring the subject’s unconscious to reveal the hidden aspects of personality, motives and needs for achievement power, and intimacy and problem solving abilities. As candidates are taking the TAT proceed through various story cards and tell stories about the pictures, they reveal their expectation of relationships with the peers, parents or other authority figures, subordinates. The examiner evaluates the subject’s manner, social tone, postures, hesitations, and other signs of an emotional response to a particular story Phrase. For example, a person who is made anxious by a certain picture may make comments about the artistic style of Th picture, or remark that he/she does not like the picture; this is the way of avoiding telling a story about it. Some pictures used in TAT are:
  44. 44. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 44 1.9.1 BENEFITS OF TAT  It gives information about the hidden aspects of personality.  Subject cannot figure out how their responses will be interpreted. 1.9.2 LIMITATIONS  Questionable reliability and validity. 1.9.3 APPLICATIONS OF TAT TAT is used in individual assessment of candidates for employment in felids requiring high degree of skill in dealing with other people and ability to cope with high level of psychological stress. 1.10 Behavioural Event Interview: Behavioural Event Interviewing (BEI) is a technique that asks the candidate to describe a situation or an experience they had in a previous job. Responses may not be as polished as the traditional type of question because they cannot be rehearsed ahead of time. It gathers information about the history of an applicant as a means of predicting future perform0ance. The interviewer, either a member or HR staff or a manager, ask open-ended questions and map the subject's behaviour in situations where he or she had to demonstrate key competencies required for the given position.
  45. 45. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 45 1.10.1 HOW WILL BEI HELP YOU AND YOUR COMPANY?  BEI is an objective, fair and reliable tool for evaluating and comparing candidates and employees  BEI help’s you to set clear criteria for employee selection or assessment.  BEI helps you to eliminate bias in assessment.  BEI helps you to set reliable expectations regarding employee’s future performance. 1.10.2 BENEFITS OF BEI  It is a cost effective method of assessment.  It is a content valid assessment method.  It determines the actual behaviour of a person at the job.  It gives information about the managerial behaviour of a person which is not directly observable 1.10.3 LIMITATIONS  The interview relies on the recall of the memory of respondent, the information which he happens or chooses to remember is presented in the interview. This results in self- serving and biased information.  They are not used to assess the intelligence and specialized knowledge.  An expert is needed to conduct the interview 1.11 ABILITYANDAPTITUDETESTS: Ability and aptitude tests are also a part of psychometrics but they do not measure and assesses personality and behaviour. These two classifications of tests intend to capture the intelligence and logical reasoning power of an individual. They play a major role in recruitment of fresh graduates.
  46. 46. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 46 1.11.1 Abilitytest: This test measures skills in terms of speed and accuracy or both. The underlying goal of general ability tests is to assess potential candidates in terms of their overall intellectual potential and build a profile of their individual strengths and weaknesses. There is a body of research to suggest that cognitive ability testing is a strong predictor of job performance and that the validity of this predictor rises as the complexity of the job rises. The main types of ability test used in selection are:  Tests of General or Global Ability (also called "g", intelligence, IQ)  Tests of Specific Cognitive abilities (Abstract Reasoning, Verbal Reasoning, Numerical Reasoning)  Tests of Psychomotor abilities and specific aptitudes (vision, hearing, motor dexterity, artistic ability, mechanical ability, management potential, leadership potential etc.) Example: This is a test of skill at finding similarities and differences in groups of patterns. All the patterns in Group A are related to each other in some way. All of the patterns in Group B are related to each other in some way.  Indicate whether each pattern in boxes 1-5 belong to Group-A Group B or neither group.
  47. 47. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 47 1.11.2Aptitudetest: This test measures the potential to acquire a specific skill. An aptitude test is an exam used to determine an individual's propensity to succeed in a given activity. Aptitude tests assume that individuals have inherent strengths and weaknesses, and are naturally inclined toward success or failure in certain areas based on their innate characteristics. An aptitude test does not test knowledge; it is not a test for which one can study. Example: Which of the following fraction is the largest? A. 7 8 B. 13 16 C. 31 40 D. 63 80 1.11.3 Achievement Test: This test measures the previous learning. An achievement test is a test of developed skill or knowledge. The most common type of achievement test is a standardized test developed to measure skills and knowledge learned in a given grade level, usually through planned instruction, such as training or classroom instruction. Example 1: Edgar told his classmates to join the group singing contest. Change the sentence using direct discourse.
  48. 48. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 48  A. "Classmates, let us join the group contest tonight, " Edgar said  B. Classmates told Edgar to join the group singing contest,  C. Edgar and his classmates will join the group singing contest,  D. " Edgar , let us join the group singing contest, " the classmates said,  E. None of the above. Example 2: You should walk_____ in going to school so you will not be late?  A. Hard  B. Fast  C. Well  D. Soft  E. Good 1.11.4 Intelligence Test: It measures the potential to solve problems and adaptability to change in circumstances. Interview plays very important role in selection process but it is not a reliable method to judge aptitudes and abilities of a person. Interview enables us to probe each applicant in depth and discovers individual strengths and weaknesses it will not enable us to objectively assess an applicant’s reasoning abilities. The information on application blanks and resumes are not very useful up to certain extent. The past academic records and work experience are not good predictor of abilities and future success. They do not determine whether the person is likely to perform well or bad. Aptitude and ability tests play significant role in providing the information about the potential of a person not his achievements up to date. These tests give the true reflection of person stabilities. These tests are all standardized and the same test is given to all the applicants under the same conditions and a standard method is used for scoring and interpreting the test results. Thus the tests should produce the same results no matter who administers and interprets it.
  49. 49. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 49 Example: select the item below it which would complete the pattern –
  50. 50. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 50 CHAPTER 2 INDUSTRY PROFILE AND COMPANY PROFILE
  51. 51. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 51 Chapter 2: Industry profile 2.0 INTRODUCTION: “India – the world’s fastest growing start-up ecosystem” In recent years, the Indian start-ups ecosystem has really taken off and come into its own— driven by factors such as massive funding, consolidation activities, evolving technology and a burgeoning domestic market. The numbers are telling—from 3,100 start-ups in 2014 to a projection of more than 11,500 by 2020, this is certainly not a passing trend. It’s a revolution. And it’s going to change the way the markets are working today in India. India is the world's largest sourcing destination for the information technology (IT) industry, accounting for approximately 67 per
  52. 52. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 52 cent of the US$ 124-130 billion market. The industry employs about 10 million workforce. More importantly, the industry has led the economic transformation of the country and altered the perception of India in the global economy. India's cost competitiveness in providing IT services, which is approximately 3-4 times cheaper than the US, continues to be the mainstay of its unique selling proposition (USP) in the global sourcing market. However, India is also gaining prominence in terms of intellectual capital with several global IT firms setting up their innovation centres in India. The IT industry has also created significant demand in the Indian education sector, especially for engineering and computer science. The Indian IT and ITES industry is divided into four major segments – IT services, business process management (BPM), software products and engineering services, and hardware. The IT-BPM sector in India grew at a Compound Annual Growth rate (CAGR) of 15 per cent over 2010-15, which is 3-4 times higher than the global IT-BPM spend, and is estimated to expand at a CAGR of 9.5 per cent to US$ 300 billion by 2020. 2.1 MARKET SIZE: India, the fourth largest base for new businesses in the world and home to over 3,100 tech start- ups, is set to increase its base to 11,500 tech start-ups by 2020,as per a report by Nasscom and Zinnov Management Consulting Pvt Ltd. India’s internet economy is expected to touch R.s 10 trillion (US$ 151.6 billion) by 2018, accounting for 5 per cent of the country’s gross domestic product (GDP), according to a report by the Boston Consulting Group (BCG) and Internet and Mobile Association of India (IAMAI). India’s internet user base reached over 350 million by June 2015, the third largest in the world, while the number of social media users grew to 143 million by April 2015 and smartphones grew to 160 million. Public cloud services revenue in India is expected to reach US$ 838 million in 2015, growing by 33 per cent year-on-year (y-o- y), as per a report by Gartner Inc. In yet another Gartner report, the public cloud market alone in the country was estimated to treble to US$ 1.9 billion by 2018 from US$ 638 million in 2014. Increased penetration of internet (including in rural areas) and rapid emergence of e-commerce are the main drivers for continued growth of data centre co-location and hosting market in India.
  53. 53. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 53 2.2 INVESTMENTS: Indian IT's core competencies and strengths have attracted significant investments from major countries. The computer software and hardware sector in India attracted cumulative foreign direct investment (FDI) inflows worth US$ 17.575 billion between April 2000 and May 2015, according to data released by the Department of Industrial Policy and Promotion (DIPP). The private equity (PE) deals increased the number of mergers and acquisitions (M&A) especially in the e-commerce space in 2014. The IT space, including e-commerce, witnessed 240 deals worth US$ 3.8 billion in 2014, as per data from Dialogic. India also saw a ten-fold increase in the venture funding that went into internet companies in 2014 as compared to 2013. More than 800 internet start-ups got funding in 2014 as compared to 200 in 2012, said Rajan Anandan, Managing Director, Google India Pvt Ltd and Chairman, IAMA. About 554 start-ups received funding this year compared to 342 during last year. Seed and venture capital funds made investments worth US$ 3.4 billion this year, three times the investment made last year. VC funding to the IT/ITes sector amounted to 55 per cent of total VC funding made this year. Most large technology companies looking to expand have so far focused primarily on bigger enterprises, but a report from market research firm Zinnov highlighted that the small and medium businesses will present a lucrative opportunity worth US$ 11.6 billion in 2015, which is expected to grow to US$ 25.8 billion in 2020. Moreover, India has nearly 51 million such businesses of which 12 million have a high degree of technology influence and are looking to adopt newer IT products, as per the report. Some of the major developments in the Indian IT and ITES sector are as follows: A recent study by research firm International Data Corporation (IDC) suggests that India may soon be able to catch up with the global technology trends that have disrupted enterprises, industry and the way consumers behave and transact. Wipro has won a US$ 400 million, multi- year IT infrastructure management contract from Swiss engineering giant ABB, making it the largest deal for the technology company. Reliance is building a 650,000 square feet data centre in India—its 10th data centre in the country—with a combined capacity of about 1 million square feet and an overall investment of US$ 200 million.
  54. 54. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 54 Intel Corp plans to invest about US$ 62 million in 16 technology companies, working on wearable, data analytics and the Internet of Things (Iota), in 2015 through its investment arm Intel Capital. The Indian Iota industry is expected be worth US$ 15 billion and to connect 28 billion devices to the internet by 2020. Wipro announced in July its plan to acquire Designate, a global strategic design firm from Denmark for US$ 94 million. Maharashtra government has received a proposal worth R.s 4,500 crore (US$ 682 million) investment from global investment and advisory firm Blackstone. The proposed investment will be made at various places like IT parks in Pune, Central Mumbai, among others. Indian e- commerce industry is expected to grow at a CAGR of 35 per cent to reach US$ 100 billion size in the next five years, as per a study by Assocham-PricewaterhouseCoopers. 2.3 GOVERNMENT INITIATIVES: Some of the major initiatives taken by the government to promote IT and ITeS sector in India are as follows: The Government of India has launched the Digital India program to provide several government services to the people using IT and to integrate the government departments and the people of India. The adoption of key technologies across sectors spurred by the 'Digital India Initiative' could help boost India's gross domestic product (GDP) by US$ 550 billion to US$ 1 trillion by 2025, as per research firm McKinsey. India and the United States (US) have agreed to jointly explore opportunities for collaboration on implementing India's ambitious R.s1.13 trillion (US$ 18.22 billion) ‘Digital India Initiative’. The two sides also agreed to hold the US-India Information and Communication Technology (ICT) Working Group in India later this year. Union Human Resource Development Minister Mrs Smriti Irani has launched the National Web Portal for promotion of National Apprenticeship Scheme for graduates, diploma holders and 10+2 pass-outs vocational certificate holders, with a view to bridge the gap between the students and the industry.
  55. 55. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 55 The Government of Telangana has begun construction of a technology incubator in Hyderabad—dubbed T-Hub—to reposition the city as a technology destination. The state government is initially investing Rs 35 crore (US$ 5.3 million) to set up a 60,000 sq ft space, labelled the largest start-up incubator in the county, at the campus of International Institute of Information Technology-Hyderabad (IIIT-H). Once completed, the project is proposed to be the world’s biggest start-up incubator housing 1,000 start-ups. Bengaluru has received US$ 2.6 billion in venture capital (VC) investments in 2014, making it the fifth largest recipient globally during the year, an indication of the growing vibrancy of its start-ups ecosystem. Among countries, India received the third highest VC funding worth US$ 4.6 billion. 2.4 ROAD AHEAD: India is the topmost offshoring destination for IT companies across the world. Having proven its capabilities in delivering both on-shore and off-shore services to global clients, emerging technologies now offer an entire new gamut of opportunities for top IT firms in India. Social, mobility, analytics and cloud (SMAC) are collectively expected to offer a US$ 1 trillion opportunity. Cloud represents the largest opportunity under SMAC, increasing at a CAGR of approximately 30 per cent to around US$ 650-700 billion by 2020. The social media is the second most lucrative segment for IT firms, offering a US$ 250 billion market opportunity by 2020. The Indian e-commerce segment is US$ 12 billion in size and is witnessing strong growth and thereby offers another attractive avenue for IT companies to develop products and services to cater to the high growth consumer segment. Exchange Rate Used: INR 1 = US$ 0.0152 as on September 18, 2015, Sector-wise breakup of export revenue FY15E.
  56. 56. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 56 COMPANY PROFILE
  57. 57. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 57 Hashworks IT Services PVT LTD India – the world’s fastest growing start-up ecosystem has really taken off and come to its own – driven by factors such as massive funding, Consolidation Activities, Evolving Technology and a burgeoning domestic market. Recent studies have stated that – from 3,100 start-up in 2014 to a projection of more than 11,500 by 2020, this is certainly not a passing trend. It’s a Revolution. And it’s going to change the market are working in India. Hash Works IT Service Pvt.ltd is a private company Incorporated on 08 November 2014. The Company is 2years old and running successfully. As the journey begins from 2014, a tech-start up run by veteran minds based out in Bangalore, India. “A Company that loves other company that Loves Customer”
  58. 58. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 58 HashWorks It’s classified as Non-Government Company and is registered at registrar of Companies, Bangalore. Its authorised share capital is Rs10,00,000 and its paid up capital is Rs.100,000., It’s involved in Software publishing, Consultancy and Supply (Software Publishing Includes Production, Supply and Documentation of ready-made (non –customized software, operating Systems software, Business and other applications software, computer games software for all platforms. Consultancy includes providing the best solution in the form of custom software after analysing the users’ needs and problems. Custom software also includes made-to-order software based on orders from specific users. Also included are writing of software of any kind following directives of the users; software maintenance, Web page Design) We Help Companies to pivot and meet perpetual change with sustainable innovation, leveraging technology enabled transformation practices there by delivering value, agility & flexibility. We Love Companies that loves Customers! Be a customer driven Organisation & explore how digital technologies can help you.
  59. 59. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 59 Our Model for application development eco-system is run by lean principles, flow thinking & DevOps. We help to expand your IT functions to Win, serve & retain customers by delivering value. We help you tap into vast pool of problem solvers across the spectrum. We Share your Dream, We share your Purpose. Behold Customer Centricity in everything we do. When you are with HashWorks, We become a team, we IT-enable your business needs! Company Details Corporate Identity Number U72200KA2014PTC077122 Company Name HashWorks IT Services Private Ltd Company Status Active Registrar Of Companies ROC – Bangalore Registration Number 77122 Company Category Company Limited by shares
  60. 60. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 60 Company Sub-Category Non-Government Company Class of Company Private Date of Incorporation 08 November 2014 Age Of Company 2years, 0months 19days Activity Software publishing, consultancy and supply [Software publishing includes production, supply and documentation of ready-made (non-customized) software, operating systems software, business & other applications software, computer games software for all platforms. Consultancy includes providing the best solution in the form of custom software after analyzing the user?s needs and problems. Custom software also includes made-to-order software based on orders from specific users. Also, included are writing of software of any kind following directives of the users; software maintenance, web-page design No. Of Members -
  61. 61. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 61 Share Capital & Number of Employees Authorisd Capital ₹ 10,00,000 Paid up Capital ₹ 100,000 Number of Employees 50+  Authorized and Paid-up Capitalfor HashWorks IT Services Private Limited is 1000000 and 100000 respectively i.e, 10% of authorized capitalcompany has received payment.  Average authorized capital and paid-up capital for main line of business (National Industrial Classification Code 72200) is 10323697 and 5047315 respectively i.e, this company has 10% authorized and 2% paid-up capital in compare to its main industry.  Averageauthorized capital and paid-up Capital for parent line of business (National Industrial Classification code 7220) is 10319629 and 5047315 respectively i.e., the company has 10% authorized and 21% Paid-Up Capital in compare to its parent Industry.  Average authorized capital and paid-up capital for top line of business (Software publishing, Consultancy, and supply) is 10317652 and 5045924 respectively i.e.,this Company has 10% authorized and 2% Paid-Up Capital in Compare to its Top Industry.
  62. 62. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 62 Director Details Director-Identification Number Director Nmae Designation Appointment Date 07004284 Kannan GopiKrishnan Director 08 November 2014 07004287 Murugan Rajesh Director 08 November 2014 Kannan GopiKrishnan Founder/CTO HashWorks November 2014 – Present (2 years 1 month) Bangalore I drive the business direction & sales growth for the company, leading the technology & lean practices of our technology consulting business. Delivering value to the Product start-up & Enterprise on the Web & Mobile application space on UI/UX, Frontend Technologies & Engineering practices. Driving innovation & growth for the company, enabling the organization to be early adopters / early movers on the technology adoption by identifying new areas the company should be involved in Support, guide and challenge the team on the technology side, help reduce the technical debts in the organization for faster delivery & high performance. Product owner for some of the key accounts, to ensure the product we build get delivered in short cycles with faster feedback loops & validated learning. Prescribe Agile Practices (Scrum ban, Kanban, Queue Theories) and champion DevOps & SDET models for software delivery. Practitioner of system & flow thinking. I drive change in the organization with strong emphasis on blending the tools/process/culture together.
  63. 63. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 63 Data Ops is a Data Magement methord that emphasizes Communication, Collabaration, Integration, Automation and Measurement of coopertion between data engineers, data Scientists and other data professionals. UX Design refers to the term User Experience Design, while UI Design stands for User Interface Design. Both elements are crucial to a product and work closely together. Enterprise mobility is the trend toward a shift in work habits, with more employees working out of the office and using mobile devices and cloud services to perform business tasks. Data science is an interdisciplinary field about processes and systems to extract knowledge or insights from data in various forms, either structured or unstructured, which is a continuation of some of the data analysis fields such as statistics, machine learning, datamining, and predictive analytics etc.
  64. 64. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 64 Establishments Details Establishment Name City Pin code Address HashWorks IT Service Private Limited Bommasandra 560102 1197/1 3rd floor, 22A Cross, HSR-Club-Road, Bangalore656KN
  65. 65. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 65 2.6 SWOT analysis SWOT analysis is an important step in planning and its value is often underestimated despite the simplicity in creation. The role of SWOT analysis is to take the information from the surrounding and separate it from internal issues (strength and weaknesses) and external issues (opportunities and threats). Swot analysis assists the firm in accomplishing its objectives (strength or opportunity) and overcoming the obstacles (weakness or threats). STRENGTH:  Have excellent staff in both IT & TA department with strong Knowledge.  Marinating Good Client Relationship.  Strong Internal Communication Systems.  Good Infrastructures.  Well designed and successful Product strategies.  Successful growth on holding reputation for being Innovative. Weakness:  Too many missed deadlines and lot of pending Works.  Outdated Pipeline system.  Requirements getting hold.  An inefficient record maintain system. Opportunity:  Good reputation with clients brings out future Contact’s.  New launch of Innovative strategic Products. Threats:  Strong Competitors in the Market.  Spending too much money on Infrastructure.
  66. 66. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 66 2.7 Important competitors for HASHWORKS IT Services:
  67. 67. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 67 CHAPTER 3 INTERPRETATION AND ANALYSIS
  68. 68. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 68 3.1 TABLE SHOWING THE TYPE OF PSYCHOMETRIC TEST CONDUCTED IN THEORGANIZATION: OPTIONS NO OF RESPONDENTS PERCENTAGE (%) Personality Test 20 17 Behaviour Test 100 83 16 PF 0 0 MBTI 0 0 Aptitude test 0 0 TOTAL 120 0 Inference: From the above table it is clearly shown that 17% of the respondents have undergone personality test and 83% of the respondents have undergone behaviour test. 0 20 40 60 80 100 120 Personality Behavioural 16PF MBTI Aptitude Psychometric Test Respondents Percentage Column1
  69. 69. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 69 3.2 TABLE SHOWING THE OPINION REGARDING THE APPLICATION OF PSYCHOMETRIC TEST IN DIFFERENT DEPARTMENTS OPTIONS NO OF RESPONDENTS Percentage (%) DEV-OP’S 11 9 Android Developer 99 83 UI/UX 0 0 Engineer 0 0 Data Science- Tester 10 8 TOTAL 120 100 Inference: From the above table it is clearly shown that application of psychometric test in DEV-OP’S is 9%, in Android Development team which is 83% and in Data Science/Tester is8%. 0 20 40 60 80 100 120 140 160 180 200 DEV-OPS Android Developer UI/UX Engineer Data Science/Tester DIFFERENT DEPARTMENTS Respondents Percentage Column1
  70. 70. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 70 3.3 TABLE SHOWING THE EFFECTIVENESS OF PSYCHOMETRIC TEST TOPERFORM THE DUTY IN THE ORGANIZATION OPTIONS RESPONDENTS PERCENTAGE RANK Strongly Agree 16 13 5 Agree 48 40 4 Neutral 23 19 3 Disagree 25 21 2 Strongly Disagree 8 7 1 TOTAL 120 100 Inference: From the above table it is clearly shown that 13% of the respondents strongly agree, 40%of the respondents agree, 19% of the respondents are neutral, 21% of the respondents disagree and 7% of the respondents strongly disagree to perform their duty through the effectiveness of the psychometric test. 0 50 100 150 200 250 Strongly Agree Agree Neutral Disagree strongly Disagree Respondents Percentage Rank Linkert Scale
  71. 71. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 71 3.4 TABLE SHOWING THE IMPROVEMENT IN KNOWLEDGE OF THE RESPONDENTS AFTER ATTENDING THE PSYCHOMETRIC TEST OPTIONS RESPONDENTS PERCENTAGE POOR 18 18 GOOD 43 37 AVERAGE 27 18 ADEQUATE 21 18 EXCELLENT 11 9 TOTAL 120 100 Inference: From the above table it is clearly shown that 18% of the respondents are poor, 37% of the respondents are good, 18% of the respondents are average, and 18% of the respondents are adequate and 9% of the respondents are excellent in improvement of knowledge after attending the psychometric testing. Poor 18% Good 37% Average 18% Adequate 18% Excellent 9% KNOWLEDGE OF THE RESPONDENTS AFTER ATTENDING THE PSYCHOMETRIC TEST
  72. 72. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 72 3.5 TABLE SHOWING THE PSYCHOMETRIC TEST HELPS IN TEAM BUILDING OPTIONS RESPONDENTS PERCENTAGE RANK STRONGLY AGREE 18 40 5 AGREE 43 20 4 NEUTRAL 27 10 3 DISAGREE 21 20 2 STRONGLY DISAGREE 11 10 1 TOTAL 120 100 Inference: From the above table it is clearly shown that 40% of the respondents strongly agree, 20%of the respondents agree, 10% of the respondents are neutral, 20% of the respondents disagree and 10% of the respondents strongly disagree in opinion that psychometric test helps in teambuilding. Strongly Agree Agree Neutral Disagree Strongly Disagree
  73. 73. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 73 3.5 TABLE SHOWING THE PSYCHOMETRIC TEST HELPS IN CONTROL OFTENSION DURING THE WORKING HOURS OPTIONS RESPONDENTS PERCENTAGE YES 51 43 NO 69 57 TOTAL 120 100 Inference: From the above table it is clearly shown that 43% of the respondents have control intension during the working hours and 57% of the respondents have no control in tension during the working hours through psychometric test 43% 57% PSYCHOMETRIC TEST HELPS IN CONTROL OF TENSION DURING THE WORKING HOURS yes no
  74. 74. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 74 3.6 TABLE SHOWING THE PSYCHOMETRIC TEST HELPS IN IMPROVING THECOMMUNICATION SKILLS OPTIONS NO OF RESPONDENTS PERCENTAGE (%) YES 41 34 NO 79 66 TOTAL 120 100 Inference: From the above table it is clearly shown that 34% of the respondents have improved in the communication skills and 66% of the respondents have not improved in the communication skills through psychometric Test. 34 66 41 79 YES NO PSYCHOMETRIC TEST HELPS IN IMPROVING THE COMMUNICATION SKILLS PERCENTAGE Respondents
  75. 75. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 75 3.7 TABLE SHOWING THE PSYCHOMETRIC TEST HELPS IN ASSESSING THESKILLS EARLIER IN HIRING PROCESS OPTIONS NO OF RESPONDENTS PERCENTAGE (%) STRONGLY AGREE 24 20 AGREE 42 35 NEUTRAL 32 27 DISAGREE 12 10 STRONGLY DISAGREE 10 8 TOTAL 120 100 Inference: From the above table it is clearly shown that 20% of the respondents strongly agree,35% of the respondents agree, 27% of the respondents are neutral, 10% of the respondents disagree and 8% of the respondents strongly disagree in opinion that psychometric test helps in assessing the skills earlier in hiring process. 0 5 10 15 20 25 30 35 40 45 Strongly Agree Agree Nuetral Dis Agree Strongly Agree PSYCHOMETRIC TEST HELPS IN ASSESSING THE SKILLS EARLIER IN HIRING PROCESS Respondents Percentage
  76. 76. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 76 3.8 TABLE SHOWING THE PSYCHOMETRIC TEST HELPS IN IMPROVEMENT OFTHE INTELLIGENCE, APTITUDE, AND PERSONALITY. OPTIONS NO OF RESPONDENTS PERCENTAGE (%) STRONGLY AGREE 20 17 AGREE 42 35 NEUTRAL 23 19 DISAGREE 19 16 STRONGLY DISAGREE 16 13 TOTAL 120 100 Inference: From the above table it is clearly shown that 17% of the respondents strongly agree,35% of the respondents agree, 19% of the respondents are neutral, 16% of the respondents disagree and 13% of the respondents strongly disagree in opinion that psychometric test helps in improvement of the intelligence, aptitude and personality. 17% 35% 19% 16% 13% 29% PSYCHOMETRIC TEST HELPS IN IMPROVEMENT OFTHE INTELLIGENCE, APTITUDE, AND PERSONALITY Strongly Agree Agree Nuetral Dis Agree Strongly DisAgree
  77. 77. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 77 3.9 TABLE SHOWING THE PSYCHOMETRIC TEST HELPS IN HANDLING STRESS Inference: From the above table it is clearly shown that 13% of the respondents strongly agree,26% of the respondents agree, 27% of the respondents are neutral, 22% of the respondents disagree and 12% of the respondents strongly disagree in opinion that psychometric test helps in handling stress. 13% 26% 27% 22% 12% PSYCHOMETRIC TEST HELPS IN HANDLING STRESS Strongly Agree Agree Neutral Disagree Strongly DisAgree OPTIONS NO OF RESPONDENTS PERCENTAGE (%) STRONGLY AGREE 16 13 AGREE 31 26 NEUTRAL 32 27 DISAGREE 27 22 STRONGLY DISAGREE 14 12 TOTAL 120 100
  78. 78. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 78 3.10 TABLE SHOWING THE IMPROVEMENT OF PSYCHOMETRIC TEST INORGANIZATION OPTIONS NO OF RESPONDENTS PERCENTAGE (%) YES 63 53 NO 57 47 TOTAL 120 100 Inference: From the above table it is clearly shown that 53% of the respondents want improvement of psychometric test and 47% of the respondents do not want improvement of psychometric test in the organization 53% 47% YES NO
  79. 79. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 79 CHAPTER 4 SUMMARY OF FINDING AND SUGESSTIONS
  80. 80. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 80 Chapter 4 Summary of Finding and suggestions 4.1 Summary of Findings This report was basically to understand the use of Psychometric testing while Screening Profiles, Recruitment and selection Process. Psychometric Testing helps an Organization to acquire the right Candidate to be employed. Psychometric testing has become a beneficial tool that companies use for recruitment as well as employee promotion. Utilizing psychometric tests allows companies to select the person most suited for the position that needs to be filled-either from a host of job applicants or from the roster of employees due for promotion. Different jobs require specific sets of skills, intellect and personality. A position in sales requires a lot of interaction with various kinds of people so having a persuasive and pleasing personality is ideal. Managers, on the other hand, should have strong leadership skills and aptitude for strategy development. These attributes cannot be easily determined with a series of interviews and impressions are not always accurate. Through psychometric testing, however, companies will have a better idea regarding an applicant’s suitability for a specific job vacancy Psychometric tests are developed by occupational psychologists to measure a person’s aptitude, intelligence and personality. Through these tests, employers are able to have an idea if a candidate has the capacity to handle a certain position in the company. Moreover, employers will be able to determine if an applicant is compatible with their working environment. Screening applicants through psychometric tests enables companies to find the right match for each job position. The results of these tests will serve to support a candidate’s initial interview. Through psychometric testing, companies get to avoid the hit-and-miss of the hiring process. Screening applicants gets easier as employers get to focus on preferred attributes for the job and select the best suited candidate to hire and join their team. HashWorks IT Service are currently focussing through the usage of Psychometric testing. By adapting this new means of strategic planning, HashWorks IT Service is now able to overcome the junk profiles while sourcing and screening the candidates.
  81. 81. “A Study on Use of Psychometric Testing in Recruitment & Selection Process” IBMR-INTERNATIONAL BUSINESS SCHOOL 81 As most of the sourcing and screening is gone through by Naukri.com & Hiree.com. LinkedIn is an-another means of screening. Although there are several strategic methods are used, the best and easiest way to avoid junk is to conduct an online or offline Psychometric Testing. Recently HashWorks has witnessed a situation regarding a candidate who has been using false acquisition based upon the candidate’s qualification and experience. In order t overcome this scenario HashWorks has come through a perfect Brainstorming, which is to conduct an online test which Includes Technical Round with the Candidate along by conducting some other test exams which Includes Psychometric Testing. Psychometric testing today is employed in a wide variety of setting, from educational to industrial organizations, for a diverse range of purposes. Especially from the HR point of view, its uses have increased manifold over the last few years. It has become a standard tool of the trade among recruiters in today's hypercompetitive job marketplace. Now, from the wise guys behind the bestselling IQ Workout series, here are forty new tests designed to gauge and sharpen your mental powers, assess your personality traits, identify your aptitudes, and reveal your strengths and weaknesses. Each test offers a minimum of twenty to twenty-five questions. Using a point system that enables you to calibrate your personality traits, the personality tests examine thoughts, feelings, and behaviours in various situations. The IQ tests assess verbal comprehension, numeracy, logic, and spatial reasoning, and feature a scoring system and in-depth answers that provide instant feedback on performance. A fun and informative way to assess personality and intelligence, More Psychometric Testing also is an indispensable resource for job seekers and career builders. As for now HashWorks IT Service is strictly using Psychometric Testing while recruiting and selection Process of the Candidates.

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