The Psychometric World

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The Psychometric World

We help organizations Identify talent, develop talent and engage talent through Psychometric Testing

ThePsychometricWorld is created with the VISION to provide high quality psychometric tests to the larger segment of Indian Companies and SMEs . All our tests are standardized and rigorously tested before launching into the market. We offer FREE online psychometric testing platform with the possibility to add UNLIMITED assessments.

30/09/2022

Have you ever wondered about knowing the science behind psychometric testing?

Well, you are in for a treat! We are happy to announce our much-awaited and exciting course on Psychometric Testing Certificate Level-1 to be held on 15th, 22nd, and 29th of October from 10 AM to 1 PM IST which will cover 24 hours (09 hours in sessions and 15 hours in between sessions).

The much-awaited course is uniquely designed to address the rudiments of administration and interpretation while using tests of aptitude, intelligence, knowledge, skill and competence in selecting and guiding people.

Here are some Important Details about the course that you might want to know:

- The course has been accredited by the Indian Institute of Business Psychology and is based on the model curriculum provided by IIBP.

- By registering for this course, the participants stand a chance to be a part of the Prestigious Register of Qualified Psychometric Test Users (RQPTU).

- The course will be conducted online via ZOOM the details of which will be shared later

- Through the course, the participants can expect to learn about the science, various concepts, statistical techniques, administration and interpretation associated with different types of tests, and much more!

- Kindly note, the last day to register is 10th October, 2022

31/03/2022

We are happy to announce our first cohort in 2022, i.e. cohort-10, for the IIBP accredited Psychometric Certification course!

Commencing on the 09th of April 2022, this course is essential for any individual interested in psychometric assessment; its usage, administration, evaluation, and decision-making based on the data collected.

This course is taught by an IIBP accredited master facilitator, with years of experience in the field of psychometric test development as well as administration.

This is a call for all interested participants and the registration link is given in the first comment, below.

Learn with us by joining now!

18/12/2021

Want to test the leadership potential of your employees before you promote them? Contact us.

16/08/2021

Hello Friends, I need a fullstack developer with good experience in Laravel 8 and VueJs 2 to work with me on a product (server side as well as client side) for 6 to 9 months.

20 hours per week.

It is an urgent requirement.

27/07/2021

The Indian Institute of Business Psychology (IIBP) and The Psychometric World are here with Psychometric Testing Certification Level-1!

It will be held over three days – 7th, 14th, and 21st August – from 2.30 to 5.30 PM, and will be entirely online.

Taught by Vijai Pandey who is a professional in the field, the course will cover the science behind all ability tests. It consists of 6 modules which go in-depth into the administration and interpretation of tests measuring ability, i.e. aptitude, intelligence, skill, interest, etc.

The course will benefit those who use psychometric ability tests as part of their job to evaluate or help others. Previously, we have had HR professionals, L&D professionals, educators, coaches, and consultants complete this course.

29/04/2021

What are your thoughts on the trending and utilitarian technique people analytics widely used across many organizations?

Feel free to share your viewpoints in the comment section.

29/04/2021

Top 3 limitations of Performance Appraisal System:

1. Personal biases of the management (appraiser): During the rating of employees for the appraisal, the favorable or favorite employees are rated higher than the ones who are not liked by the management. The Halo Effect plays a major role in this.

2. Insufficient evidence and lack of trust: Especially during this pandemic, where almost everyone is working from home, it becomes very hard for the appraiser to monitor a person’s performance. Also because of the lack of trust (if the employee is working at home or not), the management tries to keep its employees on their toes to keep track of their work which sometimes affects their performance (due to excessive pressure). In such cases, the performance appraisal will be superfluous.

3. Leniency Error: Another factor that affects the rating is the nature of the evaluator. The lenient tendency is known as ‘Positive Leniency Error’ whereas strict tendency is called ‘Negative Leniency Error’. The evaluator has his own way and standards for evaluating.

How do you deal with these limitations in your organization while rating your employees? Let us know in the comment section.

28/04/2021

Two key measures of a good psychometric test are high reliability & validity.

But what exactly do the terms mean?

Reliability is the degree to which a test yields consistent results over time or when used by other people. For example, if one wanted to know whether their personality has remained stable over time, they would need to take the same personality test every year over many years, to determine it.

The validity, on the other hand, is the extent to which a test accurately reflects what it proposes. For eg, if one were using a test to assess intelligence, the validity of the test would measure how accurate the difference among those who are intelligent & who are not. This also includes how well the test predicts future scores on intelligence tests or other criteria like academic performance, occupational success, etc.

There are different types of validity & reliability that can be applied. For eg, if you were administering an IQ test, you would want to check for content validity (does it accurately measure intelligence?) & criterion-related validity (does it correlate with other tests that are accurate when testing intelligence?)

We will discuss the various types in the upcoming weeks, so stay tuned!

28/04/2021

One common myth about psychology is that it’s not a ‘real’ science.

That, however, is not true.

Psychology uses rigorous scientific methods in order to investigate and understand human and animal behavior. This entails the use of empirical methods, hypothesis testing, research control, and manipulating variables, and objective measures.

Psychologists also present their findings in a way that makes it possible for other researchers to replicate their experiments and methods in the future.

It's important to remember, however, that scientific psychology has some limitations.

Since human behavior varies and changes over time, what is true in one environment, setting, culture, or society cannot be true in other circumstances, settings, cultures, or societies.

Psychology might be a relatively young science in the grand scheme of sciences, but it is indeed a real science!

Any thoughts?

26/04/2021

During the recruiting process, psychometric testing is commonly used to determine if a candidate's personality profile is compatible with the job at hand as well as the company's culture.

It is also often used on current employees to determine the company's team dynamics and how best to use the talent employees have.

There are different types of psychometric tests.

Psychometric aptitude tests are used to measure a candidate’s cognitive abilities. With these types of tests, there is usually a minimum score, which helps determine intelligence levels in an individual.

Behavior tests assess a person’s behavioral style, which helps determine things like their preferred way of communicating, how they might handle setbacks, or how they would approach managing a team.

Personality tests measure a candidate’s suitability for a role by exploring interests, values, and behaviors.

Lastly, emotional intelligence tests measure how equipped people are to recognize their own emotions as well as of their peers. By testing emotional intelligence in candidates, we can identify how effectively they can communicate with others in the workplace.

25/04/2021

Your when you are faced with problems is the most essential aspect that allows you to come up with the solution.

Look at the age-old proverb, 'When life gives you lemons, make lemonade', which provides a view of the solution.

But different situations do require other outlooks in order to tackle the conflict most efficiently.

The essential ones are:

Deep thought is helpful in solving problems. It can help us step back to see the larger picture, which allows us to put things into perspective & find a new answer.

The 2nd mindset for helping to solve a problem is realism. Realism looks at all aspects of reality without being optimistic/pessimistic about them, showing you another possibility.

The next is interpersonal skills & systems thinking. Systems thinking is looking at how everything ties in & how one change affects the flow of others; interpersonal skills involve interacting well with others which can help reach agreements more easily by listening & grasping their concerns.

Finally, cognitive distancing is also helpful, by taking a step back from your emotions to allowing clear thinking & objectivity. It helps you look at things as they are instead of how you feel.

One problem can have multiple solutions based on the you adopt! Any thoughts?

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Plot No. 3/6, Ramdas Garden, West Marredpally, Secunderabad/
Hyderabad
500026

Website

http://www.thepsychometricworld.com/

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