Sample questions paper for Psychometric tests
Psychometric tests for MBAs
The word psychometric is formed from the Greek words for mental and measurement. Psychometrics is the field of study concerned with the theory and technique of psychological measurement, which includes the measurement of knowledge, abilities, attitudes, personality traits, and educational measurement. The field is primarily concerned with the construction and validation of measurement instruments such as questionnaires, tests, and personality assessments.
Psychometric tests attempt to objectively measure aspects of your mental ability or your personality.Psychometric tests are a standard and scientific method used to measure individuals' mental capabilities and behavioral style. Psychometric tests are designed to measure candidates' suitability for a role based on the required personality characteristics and aptitude (or cognitive abilities). They identify the extent to which candidates' personality and cognitive abilities match those required to perform the role. Organizations use the information collected from the psychometric test to identify the hidden aspects of candidates that are difficult to extract from a face-to-face interview. They are statistically examined, and are constructed to be objective and unbiased. This is done by using standard methods of assessment so that everyone is presented with the same questions and instructions for completing them.
There are two main types of psychometric tests:
Ability Tests – Measure your ability to perform or carry out different tasks. Aptitude and ability tests assess candidates' capabilities within specific, defined areas of competence. Some of the more commonly used aptitude and ability tests assess areas such as verbal ability, numerical skills, logical reasoning and problem solving. These tests add value when assessing a candidate for a position that demands a high level of capability in a particular area (e.g. numerical skills for a role which demands a high degree of numeracy, for example, an Accountancy role). In this case, a numerical ability test will provide an accurate and objective measurement of the candidates' capability which can be compared against the other candidates and the requirements of the role.
Personality Tests - Measure your way of doing things, and specifically the way you interact with your environment and other people. The principle behind personality questionnaires is that it is possible to quantify your personality by asking you about your feelings, thoughts and behavior. Examples of personality tests:-
Myers-Briggs Type Indicator (MBTI) is a psychometric questionnaire designed to measure psychological preferences in how people perceive the world and make decisions. This 16-type indicator test is based on CarlJung's Psychological Types, developed during World War II by Isabel Myers and Katherine Briggs. The MBTI uses a series of questions where one is forced to pick one out of the two options given in each question. These choices are built in a manner that they represent opposite preferences and hence, help establish the personality type. In case one is not able to answer a question, one can skip that question.
Thematic Apperception Test, or TAT, is a projective psychological test. Proponents of this technique assert that a person's responses to the TAT cards can provide information about his or her views of the self, the world, and interpersonal relationships.
Personality is the typical way in which a person responds to situations or a person's preferred way of behaving in particular situations.
The test is popularly administered in such a way that the number of questions is proportionately more as compared to the time required to solve them.
Normally the instructions require you to attempt all questions in the given time frame.
Personality tests are designed so they include several questions measuring an identical personality trait. Hence, consistency in the way you respond to questions is very important.Questions are scattered in such a way that you sense prior familiarity, but under the time pressure you may not be able to check your response to such questions.
Personality tests measure your behavioral style, opinions and motivators— for example, whether you prefer working in a group or independently whether you prefer taking charge over situations or following others. Personality tests also measure personal attributes such as temperament, career interests and personal values.
The response cannot be measured in terms of right or wrong.
A few of the personality tests use specific questions that establish your level of honesty. One of these scales that establish one’s level of honesty is call social desirability. This scale, by using questions that are based on undesirable behavior that most people have exhibited at a certain point of time, establishes one’s honesty levels. A highly probable situation would be given, such as, “ I have told a white lie, even to save someone’s feelings”, and one’s response to this would establish whether the person is faking the test.
Do remember that one can improve on these tests with practice. Practice also reduces the stress one feels when one attempts these tests.
Don’t think that by preparing for test, one is altering the answers, and by doing so, one will not get the right results. By practicing these tests, you will be able to perform to your potential.
Source: gdpi.hitbullseye.com
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