Psychometric Testing and Interview

1. Psychometric Testing and Interview • Psychometric Testing – What’s involved • How to prepare a CV from Scratch • Interview Skills • Networking

2. Dictionary: Psychometrics (n)‘The branch of psychology that deals with the design, administration, and interpretation of quantitative tests for the measurement of psychological variables such as intelligence, aptitude, and personality traits.’

3. What is a psychometric test? • A test is a standardized procedure for sampling behavior and describing it using scores or categories • Most tests are predictive of some non-test behavior of interest • Most tests are norm-referenced = they describe the behavior in terms of norms, test results gathered from a large group of subjects (the standardization sample) • Some tests are criterion-referenced = the objective is to see if the subject can attain some pre-specified criterion.

4. A brief history • Testing for proficiency dates back to 2200 B.C., when the Chinese emperor used grueling tests to assess fitness for office

5. Francis Galton • Modern psychometrics dates to Sir Francis Galton (1822-1911), Charles Darwin’s cousin • Interested in (in fact, obsessed with) individual differences and their distribution • 1884-1890: Tested 17,000 individuals on height, weight, sizes of accessible body parts, + behavior: hand strength, visual acuity, RT etc • Demonstrated that objective tests could provide meaningful scores

6. James Cattell • James Cattell (studied with Wundt & Galton) first used the term ‘mental test’in 1890 • His tests were in the ‘brass instruments’ tradition of Galton • mostly motor and acuity tests • Founded ‘Psychological Review’(1897)

7. Alfred Binet • Goodenough (1949): The Galtonian approach was like “inferring the nature of genius from the the nature of stupidity or the qualities of water from those of….hydrogen and oxygen”. • Alfred Binet (1905) introduced the first modern intelligence test, which directly tested higher psychological processes (real abilities & practical judgments) • i.e. picture naming, rhyme production, weight ordering, question answering, word definition. • Also motivated IQ (Stern, 1914): mental ‘age’ divided by chronological age

8. Why are Psychometric test used? • Predict job performance better than most other single selection methods • Tests give objective information about candidates • Measuring potential rather than attainment • Free from cultural bias

9. The rise of psychometrics • Lewis Terman (1916) produced a major revision of Binet’s scale • Robert Yerkes (1919) convinced the US government to test 1.75 million army recruits • Post WWI: Factor analysis emerged, making other aptitude and personality tests possible

10. Methods • On-line • Paper Based • Exam conditions • Accuracy and speed • Marked against appropriate Norm group • Reached required level

11. Results • Normal distribution • Percentile – you are better than X% in norm group • T-Score – allows them to combine sores across tests • Weighting – depends upon requirements of role

12. 2 + 2 = ? “Numeracy tests are useless; they test nothing.” (Manchester student)

13. AGR Survey 92% of employers considered psychometric testing to be a useful or very useful aid to the recruitment process. (Association of Graduate Recruiters survey)

14. The main types of tests • Intelligence tests: Assess intelligence • Aptitude tests: Assess capability • Achievement tests: Assess degree of accomplishment • Creativity tests: Assess capacity for novelty • Personality tests: Assess traits • Interest inventories: Assess preferences for activities • Behavioral tests: Measure behaviors and their antecedents/consequences • Neuropsychological tests: Measure cognitive, sensory, perceptual, or motor functions

15. The 10 most commonly used tests 1.) Wechsler Intelligence Scale for Children (WISC) 2.) Bender Visual-Motor Gestalt Test 3.) Wechsler Adult Intelligence Scale (WAIS) 4.) Minnesota Multiphasic Personality Inventory (MMPI) 5.) Rorschach Ink Blot Test 6.) Thematic Apperception Test (TAT) 7.) Sentence Completion 8.) Goodenough Draw-A-Person Test 9.) House-Tree-Person Test 10.) Stanford-Binet Intelligence Scale From Brown & McGuire, 1976

16. Psychometric Tests used in Recruitment 1. Ability or Aptitude Tests • Verbal • Numerical • Logical 2. Personality or Interest Inventories

17. Why do employers use tests? • To identify key abilities or personalities • To support other selection tools

18. Selection Tools Tests are usually part of the selection process together with: • application forms and CVs • interviews • group exercises • presentations

19. Selection Methods - Advantages • Application Forms... good for checking facts, demonstrating written communication skills • Interviews... good for oral communication skills, quickness of thought, personality • Psychometric Tests... good for measuring candidates’ abilities/personality against objective criteria (and other candidates)

20. Selection Methods – Disadvantages • Application Forms.... measures ability to fill in form - not to do the job • Interviews... intensely subjective, they might not like the look of you • Psychometric Tests no good for seeing how an individual works with others

21. Characteristics of Tests Ability or Aptitude Tests • Under exam conditions • Usually timed • Right and wrong answers • Unusual to finish all questions • Results compared with norm group  

22. Specimen questions

23. Complete the following sentence with the appropriate pair of words belowAnswer - A, B, C, D or E (Time allowed 20 seconds) Early….………..of hearing loss is …….….….by the fact that the other senses are able to compensate for moderate amounts of loss, so that people frequently do not know that their hearing is imperfect. A. discovery & indicated B. development & prevented C. detection & complicated D. treatment & facilitated E. incidence & corrected

24. Answer - C Next specimen question

25. Which number, below, is one quarter of the distance from 5.1 to 5.3 (Time allowed 40 seconds) A 5.125 B 5.15 C 5.2 D 5.25 E None of the above

26. Answer - B Next specimen question

27. The driving time for a 100 mile trip from Townsville to Cityville was two and a half hours. The return trip was made by the same route but at an average speed that was 50% faster. What was the total amount of driving time for the entire round trip? (Time allowed 1 minute) A 3hrs 45 minutes B 4hrs 10 minutes C 4hrs 16 minutes D 4hrs 45 minutes E 6hrs 15 minutes

28. Answer B • 1st trip 100 miles in 2 hours 30 minutes = 40mph • 2nd trip 50% faster = 60mph • 100 miles at 60 mph = 1⅔ hours = 1 hour 40 minutes • 2 hours 30 minutes + 1 hour 40 minutes = 4hours 10 minutes Next specimen question

29. In the example given below, you will find a logical sequence of five boxes. Your task is to decide which of the boxes in the bottom row completes this sequence. To give your answer, select one of the boxes marked A to E. (Time allowed 30 seconds)

30. Answer - D Next specimen question

31. In the example given below, you will find a logical sequence of five boxes. Your task is to decide which of the boxes in the bottom row completes this sequence. To give your answer, select one of the boxes marked A to E. (Time allowed 30 seconds)

32. Answer - B How did you do?

33. Characteristics of Tests Personality or Interest Inventories • Not usually timed • No right and wrong answers • Contain internal checks for inconsistent answers • Results in the form of a profile should be shared with candidate

34. Personality or Interest InventoriesExample question Mark the statement most (M) like you and the one least (L) like you a) I don’t feel that time is wasted on planning b) I feel uneasy in the company of unconventional people c) If I’m annoyed with someone I don’t show it

35. Personality or Interest InventoriesExample question Pick the statement that best describes you from each pair a) I try very hard b) I put everything in its place a) I want to be exciting b) I want to be successful a) I like to try new things b) I’d rather not work on my own

36. How to prepare • Practise as much as possible • Become familiar with test conditions • Brush up basic maths - percentages, ratios, etc • Use reference books in the Careers Service • Use examples and practice tests on SHL & others’ websites http://www.manchester.ac.uk/careers/ applicationsinterviewsandpsychometrictests/psychometrictests/ • Profiling for Success – On-line tests licensed for Manchester students; free of charge.

37. CVs and Covering Letters The purpose of the CV is...... ......to get an interview

38. The Market • It is very competitive • An organisation might receive up to 100 applications per vacancy • Typically, only about 10% to 15% gain an interview • You don’t get a second chance

39. C.V. Factsor the myth of the perfect C.V. • C.V.s should be _ pages long • C.V.s should be in chronological order • C.V.s should include referees’ names and addresses • C.V.s should include - date of birth nationality sex marital status • C.V.s take days to write and minutes to read

40. Types of CV • Standard • Skills based • Academic

41. Task no: 1 - Self AssessmentWhat have you got to offer ? • Education • Work Experience • Activities and Interests

42. Task no: 1 - Self AssessmentWhat have you got to offer ? • Education Seminars Presentations • Work Experience Camp America Waiter, local restaurant • Activities and Interests Secretary - Badminton club Travel

43. Task no: 1 - Self AssessmentWhat have you got to offer ? • Education Seminars- presentation skills, working in a team, influencing others • Work Experience Camp America- taking responsibility, patience, tact, sensitivity, creativity, leadership • Activities and Interests Secretary,organising, persuading, Badminton club- motivating, numeracy

44. Three advanced suggestions • Use strong words • Quantify • Stress personal involvement

45. Use strong words • Words like: created, started, managed, designed, devised... • NOT ‘My project was a study of local theatres’ • BUT ‘ I organisedan extensive survey of student use of local theatres. I arrangedinterviews with students, analysed the results and presented the information to my tutor

46. And ……Quantify ‘ I organised an extensive survey of student use of local theatres, involving over 1000 questionnaires. I arranged interviews with 80 students, analysed the results using Microsoft Excel and presented the information to my tutor’

47. Stress personal involvement and results • NOT ‘We organised a charity fund raising event’ • BUT‘I was responsible for the publicity for a fund raising event which involved negotiating advertising with local companies and arranging posters on campus. We managed to raise £1000 for charity and over 800 students attended’.

48. Task no: 2 - What does the employer want ? • Employers recruit against specific criteria • These are usually set out in brochures or on their websites • All require appropriate personal qualities • It is not enough to claim certain skills, you must provide the evidence

49. Key Skills Requested By Graduate Recruiters • Business focus, Drive and resilience, Task management, Career motivation, Leadership, Building relationships, Problem Solving, Making an Impact • Communication, Teamwork and collaboration, Adaptability, Creative problem solving, Drive to achieve, Customer focus, Trustworthiness, Taking ownership, Passion for Business • Customer focus, Achieving, Influencing, Thinking, Collaboration & Teamwork, Team Leadership, Self Management, Confidence, Commercial Awareness • Problem solving, Achieving results, Communicating and influencing, Leadership, Drive and motivation, Building relationships  • Analytical Ability, Problem-solving skills, Communication skills, Interpersonal skills, Generic business awareness • KPMG - The Co-operative - HSBC - Cancer Research UK - IBM

50. Key Skills Requested By Graduate Recruiters IBM Communication, Teamwork and collaboration. Adaptability, Creative problem solving, Drive to achieve, Customer focus, Trustworthiness, Taking ownership, Passion for Business The Co-operative Customer focus, Achieving, Influencing, Thinking, Collaboration & Teamwork Team Leadership, Self Management, Confidence, Commercial Awareness KPMG Business focus, Drive and resilience, Task management, Career motivation, Leadership, Building relationships, Problem Solving, Making an Impact Cancer Research UK Problem solving, Achieving results Leadership. Drive and motivation, Communicating & influencing, Building relationships HSBC Analytical ability, problem-solving skills, communication and interpersonal skills and some generic business awareness. .