Psychometric Tests: Concepts & Strategies

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Personality Types &Tests (Psychological Testing)

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     Selections based on psychological/psychometric tests have become common these days. This section of the blog involves the practical application of the insights and information's we acquired in the chapters on 'Transactional Analysis' and ‘Personality Theory’    so as to understand the relevance of such testing for employment. First of all, let us try to grasp the reference frame behind the use of these tests so that we can understand the application of the entire concept better. Our learning is coming to a full circle her and this is going to be the most exciting and rewarding phase of the blog. We would observe how an internal transformation can simplify our outward behavior and performance in any type of employment selection process.

The reference frame and its source:

     “A chain is as strong as its weakest link.”

 Similarly, an organization is as good as its worst employee. An employee represents the organization to the customers; external as well as internal. (An internal customer is a fellow worker who depends on the support of another worker to do his or her work effectively.) Much depends on discretion and decision of the individual employee because they cannot be specifically programmed like a computer or robot. The programming of the individual (refer. Transactional Analysis) has already occurred when they were between 0-8 years of age. This internal programming influences the behaviour of the individual throughout their lives and we have already learnt that there is a repetitive pattern to behaviour and there is a fair degree of possibility to predict an individual's behaviour under a given set of circumstances. Unless there is a conscious decision on the part of the individual to search for external intervention in the form of expert help, the life would go on to be a series of similar and familiar patterns such as try-fail-give up. Leading such predictable life creates a 'comfort zone' where people are reluctant to give up their old habits and go on being “Miserably comfortable" or "comfortably miserable". This comfort zone inhibits initiative and limits human potential. Beggars, for example! And gamblers, criminals, losers…

     If we understand this, then we can also understand why companies are extra cautious in picking up people. They cannot rely on external appearance to make their decision so they need tools and mechanisms to dig deep into a prospective employee's mind and reveal the personality (refer "Personality Theory"). The first of such tools was introduced by the famous psychologist Galton and ever since, it’s been a fascinating journey. With many worthy contributions on the way, it has developed into a highly refined discipline. There are numerous tools and mechanisms with a high degree of accuracy and effectiveness. The aim of this chapter is to introduce you to some of these tools and explain the rationale behind them so that when you encounter them, you are better disposed to handle them. I am sure you would be able to detect the fine threads running through all these chapters of the blog and appreciate the inter-relatedness of all the information's contained therein.

     It is high time we appreciate the concerns of the organization to avoid picking up a candidate unsuitable for a given job position. It is commonplace to hear recruiters complain how rare it is to find good talent. They are not complaining about the lack of education or the skills. They are looking for that vital make-or-break component called the attitude or the personality. Organizations understand that knowledge and skills can be compensated for and imparted through training. But transforming the personality or the attitude lies beyond the scope of an average training centre. A change of attitude (presuming it is negative or unsuitable) is an individual’s own decision (Dr. Covey calls it gates of change that only opens from inside.) and responsibility. The reluctance to come out of the 'comfort zone' of old  ‘unhealthy habits’, let us call it inertia, would ensure that much of the human potential flows down to gutters of history and many a men will lie in their graves with music still trapped inside them. If you would like to know what the proportion of such people is, a fair estimate could be based on Pareto's 80.20 principles.

 Eighty percent of people are going to retire as an underachiever in life.

Administering personality tests:

     These tests are designed, administered and evaluated by qualified psychologists to find out the personality traits of the candidate. A carefully administered test would reveal the following aspects of a person's personality

·       Ability to make personal adjustments in response to a group situation.

·       Attitude towards life, work, people etc.

·       Interests, proclivities and propensities.

Frequently referred to as psychometric tests (the word psycho-metric indicates that it is possible to gauge and measure up the psychological make-up of an individual), these are designed to provide a 'stimulus' to the candidate. This 'stimulus’, is likely to produce a 'response' from the candidate which can be viewed real-time, then examined and evaluated.

The underlying assumption in the whole process is that the present behaviour is an indication of the future behaviour (presuming that candidate does not decide to change his existing personality).

 You might be curious to know how it is possible to judge someone's personality in this manner. The basic concept behind all forms of personality tests is that of 'personality projection’. If you are a keen reader, we have already come across this idea of ‘projection’ before in the chapter on 'Transactional Analysis'.

What is personality projection?

     Psychologically 'projection' is an unconscious process whereby an individual reveals his own personality through attributing thoughts, motives, emotions or characteristics to people or object in the environment around him. But, these thoughts, motives, emotions or characteristics are actually his own. He has merely transferred them to others.

Basing his decisions & drawing his conclusions (under a given set of circumstance) from similar experiences in the past, the candidate reveals his inner nature. That’s how all human beings function in this world. Human mind, replays old memory tapes, when confronted with a similar situation in the present.

That is what prompted a motivational speaker of a multilevel marketing company to proclaim, “All human behaviour is highly predictable".

I wouldn't want to confuse you here. It certainly is not possible to predict the range of behaviour for the entire human race. We are talking about the predictability of the behaviour of a single individual. Just like no two children’ even in the same family have had a similar childhood; no two individuals will display identical behaviour at all times.

For projection to take place the candidate has to be provided with a situation; real, simulated or hypothetical. This situation contains a stimulus in the form of some question, task, command or instruction. The stimulus will get the candidate in action and that’s when he exhibits his personality. The less clear-cut the situation or stimulus, the greater will be the individual differences in perceiving and interpreting of the situation.

The personality projection technique of evaluation works because a person thinks the way be is accustomed to thinking, sees what he is accustomed to seeing and does what he is accustomed to doing. No hiding, no faking and no pretending, whatsoever!

The results of a projective test are used to understand the personality as a whole. Therefore, isolated tests may be inadequate or ineffective to gauge the individual's personality. This is what compels the examiner to conduct a whole range of tests (test batteries) spread over a number of phases and days.

Form of Personality Tests:

     There is an entire range of them. Some of the more commonly used one are: (I have picked up these tests from a book on N.D.A. SSB interviews.)

·       Word Association Test (WAT)

·       Thematic Apperception Test (TAT)

·       Situation Reaction Test (SRT)

·       Self Description Test (SDT)

·       Socio-metric Test (ST)

·       Behaviorally Anchored Numerically Rated Questionnaire (BANRR)

·       Simulated Role Play (SRP)

Word Association Test (W.A.T.):

The test was first introduced in 1879 by famous psychologist Galton and later improved upon by legendary Freud and Jung. The test is designed to give an insight into personality of the candidate through his imagination. The candidate is shown isolated words on screen and he is required to write the first thought that comes into his mind upon seeing the word. He could write a full sentence, a phrase or even a single word in response to the 'word stimulus'. Time allowed for the response is barely 15 second and then the next word is shown. This prevents afterthoughts being written as responses or any manipulation by the candidate to write 'positive/desired’ responses.

This process will continue for about 15-20 words. The ideas that the candidate associates with these carefully selected words are actually the projections of the candidates own personality and these help the psychologist to form an idea about the total personality of the individual.

Isolated sentences cannot provide a complete or true picture and several sentences are required for a high degree of accuracy and validity in assessment.

It can be safely assumed that words would be chosen for their relatedness to the job, work environment and personnel specification. But it would be naïve to keep harping upon a specific quality in your responses (which you feel would be valued in a prospective employee, like bravery for army personnel) and hope to be noticed. It’s a kind of manipulation and wouldn't be acceptable.

Here is a sample to demonstrate how it is possible to view a single word from two different attitudes. The word is "difficult".

Response 1 – Life is difficult, (Pessimistic, negative)

Response 2 – No problem is too difficult, (Optimistic, positive)

Strategies for word association test (W.A.T.)

                 i.          Be absolutely natural and spontaneous in giving your responses. If you are not a natural choice, you do not belong there. Another job and another company are waiting for you elsewhere.

                ii.          Be aware of the personnel specification and the desirable attributes for the job. But do not deliberately set out to link or co-relate every word with the profession you have applied for. There are areas or aspects that you may not be aware of or be conscious about so answer freely.

              iii.          Try and associate words with noble thoughts and qualities.

              iv.          Practice beforehand.

               v.          Memorize some brief quotes and proverbs for quick and effective responses.

              vi.          Start watching your thoughts from this moment. It pays to cultivate positive, noble thoughts.

"Though the world knew me not, may my thoughts and actions be such as shall keep me friendly with myself."

 That’s the foundation where self-respect and self-confidence spring from.

  

Thematic Apperception Test (T.A.T.):

     This test is also referred to as 'Picture story Test'. This test reveals a candidate's personality through projective imagination. The examinee is shown a hazy picture or the outline of a scene for a few seconds and then asked to write a story based on the picture sketch. I have come across some children magazines organizing contests on similar pattern and the best story wins a prize or something.

     In TAT a candidate's perception about the picture is on display. Each candidate interprets the picture in his own unique way based on his own previous experiences and conclusions. The picture stimulates the imagination and explorer's the candidate’s sub-conscious mind.

     Usually, a story written by the candidate would have following characteristics

·       The story's protagonist (the central character) would be the candidate's alter ego' (alter ego-another I). In other words, the candidate will lend his own personality to the protagonist.

·       The setting and the background to the story would convey information regarding the candidate's own background the environment he was brought up in and the kind of people he associates with.

·       The plot or theme of the story would subtly reveal the candidate's own experiences, tendencies and outlook towards life.

Strategies for Thematic Apperception Test (T.A.T.):

Projective technique implies the attribution (linking) of any personal quality (good or bad) to the outside world and external environment.

This test would draw out on the surface your feelings such as fears, phobias, criminal tendencies, nervousness, and frustrations, complexes (superiority or inferiority). It would also reveal your ambitions, interests and social leanings. Therefore, it pays to cultivate positive thoughts and healthy habits.

                 i.          Pay full attentions to the details in picture. Methodical observation will help your make a clear mental picture and develop a sound theme.

                ii.          Use simple themes. Avoid complex themes.

              iii.          Give short simple names to the characters.

              iv.          Avoid giving detailed explanations and descriptions. In limited time you have to complete the story.

               v.          Stay away from negative, pessimistic and anti-social themes.

              vi.          Practice in advance.

Your story should be realistic and the protagonist should be shown solving and overcoming a problem or difficulty. The hero should possess the kind of qualities that would be valued in the job position you are appearing for. Some common attributes that need to be possessed for excelling in a professional organization are:

·       Team spirit (capacity to get along with people well)

·       Resourcefulness and ability to utilize the best of available resources.

·       A spirit of taking reasonable risks

·       Initiative

·       Drive (a strong motive force)

·       Capacity for hard work sustained over a long period.

Situation Reaction Test (S.R.T.):

     A specially designed situation is created and the candidate is made to deal with it. His spontaneous method of dealing with life situations in the here and now, would give an indication of the measure of his ability to tackle similar unforeseen events in future.

The candidate is closely monitored while in action and assessed on the various parameters considered necessary for qualifying.

A situation would almost always involve establishing contact with others and his performance would throw light upon his inter-personal and people skills.

Common qualities that an examinee would be expected to exhibit are:

·       Presence of mind

·       Alertness

·       Thinking logically, clearly and quickly

·       Ability to bear stress without getting nervous or angry

·       Tactfulness in dealings with people.

Strategies for Situation Reaction Test (S.R.T.):

                 i.          Stay in control of your emotions if you wish to stay in control of the situation.  

                ii.          Keep your eyes, ears and mind open in order to be receptive to the various signals from other people coming your way.

              iii.          In situations needing contact for or against other people practice the skills of 'active listening'. Avoid arguments.

              iv.          Demonstrate flexibility in your attitude but whenever you are not convinced, hold your ground and defend your position with logic.

               v.          Be aware of the 'larger picture' in the situation. Sometimes, helping others is more important than personal 'victories'.

Self-Description Test (S.D.T.):

     The candidate is asked to describe himself as a person. Alternatively, he is asked to write what someone else, say his parents, friends, teachers worst enemy etc would speak, about him. The description would highlight the candidate’s strengths and weaknesses. This description is then compared with the psychologist's appraisal through other means. The aim of the test is to find out whether the candidate is aware of his own personality and comfortable with it. Only someone who knows his shortcomings can be realistically expected to overcome it. If the candidate exhibits the maturity of being realistic about his capabilities then he can be safely trusted with a responsibility.

Strategies for self-description test:

                 i.          Seek feedback from others to get a realistic self-assessment.

                ii.          Be your own worst critic but remember to be proud of your strengths.

              iii.          Like in curriculum vitae, do not state anything that would seriously jeopardize your chances of selection.

              iv.          Study how other successful people describe themselves to get an idea about the whole thing.

               v.          Practice beforehand

              vi.          Learn to think about yourself and express about yourself.

Socio-Metric Tests (S.T.):

     These tests involve the candidate in executing a group task.

The response of the candidate to different types of individual personalities and human behaviour is observed to find out his sociability and leadership potential. The various parameters that the candidate would be assessed on are:

·       Leadership

·       Co-operation

·       Degree of extroversion/introversion

·       Ability to build and sustain relationships

·       Selfishness/Selflessness

·       Tolerance for differing or contradictory view points

·       Sensitivity/bluntness

·       Conflict management

·       Assertiveness/aggressiveness/submissiveness

·       Valuing people as resources/hindrances

·       Courage to take a stand

Strategies for Socio-Metric Tests:

     It’s about people all the way. Tricks won't work. A genuine respect for other's rights, dignity and ability is what will see you through. The world's biggest problems are people problems and they always seem to challenge even the best and the brightest. One virtue which counts the most here is dealing with patience when trying to understand other's viewpoint. Sometimes there are irreconcilable differences (and then we have wars) but in most of the cases it is possible to find a middle path and mutually acceptable solutions.

N.B. - If you have to go to war, then don't flinch. You’ll lose even before fighting has begun!

Behaviorally Anchored Numerically Rated Questionnaire:

A Very popular tool! Most of the organizations are using these tests designed by professional behavioral experts. In the section on Personality Theory, you came across some of the sample questionnaires prepared by me. They are easy to administer and facilitate easy comparison among candidates. They certainly aren't fail proof but do have a high degree of accuracy. The test comprises a questionnaire with multiple responses against each question. The candidate has to tick his choice that carries a numerical rating (score or point) and the total score is arrived at by adding the value of each response chosen by the candidate. The better of these tests are the ones that make it difficult for the examinee to 'guess' the 'right' answers and that is where their effectiveness lies. All answers should look like 'good' answers to prevent the candidate from 'shamming/second guessing' his way through.

     This test consists of three segments;

·       Questionnaire with multiple choice answers.

·       Scoring pattern

·       Likely interpretation of various scores

Constructing an authentic test is a long and painstaking process with a series of trials and errors. The test has to be designed keeping in mind two things.    

·       Job/Personnel specification

·       Likely profile of the probable candidates

Strategies for B.A.N.R.R:

Honesty is the best policy. Choose responses that you really feel apply to you. For complete job satisfaction, it is important that there is a good 'match' between your personality and the personnel specification/ requirement of the job.

In case you aren't sure about the meaning of a word or a sentence, do try to find out rather than 'guessing' it

.

Simulated Role Play (S.R.P.)

     Similar to "Situation Reaction Test” this test recreates encounters at the workplace. There would be other participants apart from the candidate and each one of them is assigned a specific role. All the participants are briefed about the particulars of the situation. Thereafter, the participants are left to their own devices to tackle the situation as best as they can. The behaviour of the candidate is spontaneous and observed real-time. This impromptu performance gives an indication of the candidate's personality and his suitability for the job and the organization. To further verity, the participants may be asked to switch roles to validate the impression in the first role-play.

Strategies for Simulated Role Play (SRP)

·       Do not get provoked. Remember 'Emotional Intelligence'.

·       Display 'Adult' behaviour. Focus on facts, logic and solutions.

·       Try to solve a 'conflict' through, 'civilized negotiations'

·       Be aware of your 'body language'. Avoid 'aggression'.

·       Do not be afraid.

 Remember what Roosevelt, the American President during second world-war, said,

 'The only thing we should fear is the fear itself'.

·       Ask questions to draw out the feelings and attitudes of the other participants in the open. Once you understand their position, it is easier to deal with them.

e.g. 'why are you upset?’

'Could you tell me how you feel?'

'What do you think?'

Summary:

     All psychological testing is based on the premise that a candidate, when provided with a 'stimulus', sees what is accustomed (used) to seeing, thinks what he is accustomed to thinking and does what he is accustomed to doing. It makes it possible to predict the behaviour of a candidate in future.

 Isolated tests, however, do not provide the complete picture and several tests are needed to make an accurate assessment. Candidates should by now realize that:

     "You can fool all the people for some time.  

You can fool some people all the time.

But, you can never fool all the people all the time".

     Psychological testing presupposes that an individual’s personality, shaped over a long period of time, is unlikely to change in future. The reason for the presupposition is the natural reluctance (on part of all of us) to give up old familiar habits and life-style. The 'comfort-zone' of doing things in the same, old ways is so comfortable; we do not wish to come out of it even though it may be difficult to stay that way. We are frightened of the unknown and so try very hard to avoid and postpone any changes to the new and even worse situation. However, winners admit their own fears and then make supreme efforts to overcome it. That is the greatest of all victories, victory over self. That is what Stephen Covey calls 'Auto Determinism' i.e. life determined by oneself. When we accept the influence of our psyche as insurmountable, we yield to what Covey calls 'Psychic Determinism'.

All successful people recognize the fact that their greatest battle is against their own self-defeatist beliefs and attitudes. And we all know where the battle field is. It’s in our own mind and the weapons are our thoughts. It all begins in the mind.

'Sow a though, reap an action;

Sow an action, reap a habit.

Sow a habit, reap a character;

Sow a character, reap a destiny".

-Aristotle