For
more information refer to the details give below:
What is Psychometric testing
for MBA Aspirants?
Psychometric tests are scientific and standardized ways, of measuring
an aspect of human performance or behavior. These tests will be
assessing you on the dimensions of your behavior, in relation to
your motivation and personal qualities. The profiles generated on
the basis of these tests seek to achieve various objectives that
will help you at various phases, during your journey to an admission
in B-school of your choice.
What steps does it involve?
The steps involved are as follows:
Step 1: Assessment – undergoing the tests.
The assessment lasts for an hour.
Step 2: Getting an appointment for the counseling
(same day as the assessment)
Step 3: Counseling
- It includes a session with a Professional Counselors
- The Counseling session based on the Profile generated after
analyzing your test results.
- The counseling will be based on 2 Profiles generated on the
basis of your test results. Profile 1 is titled as “Self
Awareness Enhancer” & Profile 2 is titled as
“Get the GD & PI Perspective”.
- Counseling will be scheduled 3 days after the Assessment.
What does it test you on?
These tests will be assessing you on the dimensions of your behavior,
in relation to your motivation and personal qualities. Personal
qualities are tested as it gives information on the qualities that
you possess & whether it is an advantage or disadvantage to
you while you appear for your interviews & group discussions
What is the objective of the “Self Awareness
Enhancer”?
- Discovering, understanding and analyzing your qualities and
strengths.
- Understanding your drive in relation to your motives.
- Identifying areas of development, and providing pointers for
improvement and enhancement.
- Introspective exercise to help you gain clarity on helping
you fill up your B- school forms.
Specific benefit of this profile is:
Provides self-knowledge useful in filling B-Schools Forms effectively
What is the Objective of
“Get the GD & PI Perspective”?
- Input on areas you need to focus on, to tactfully handle your
GDs and PIs.
- Capitalizing on your strengths for effective performance during
your GDs and PIs.
- Providing important pointers for improvement and enhancement
during these phases.
Specific benefit of this profile is:
It gives understanding on your qualities & focus areas of work
in GD & PI, which in turn helps you to enhance your performance
How do I register myself
for the Program?
Contact the Counsellors at your nearest IMS Center. Register atleast
one day prior to the enrollment.
List of Centers offering the Program
Want to know some facts on Psychometric
tests ?
What are different tools
used for Selection?
- Application forms or CVs are an exercise in seeing how well
an applicant, or frequently can fill up a form or design a work
history.
- Interviews are an example of how prepared a candidate is for
a number of standard questions, and of appearing to be interested
& motivated.
- In contrast, psychometric tests can identify objectively where
the abilities & interests lie, and what sort of personality
a person has.
What are Psychometric Tests?
A Psychometric test is a standard & scientific way of measuring
an aspect of human performance or behavior. Tests measure aspects
like general intelligence, interests, values & personality.
Tests are designed such that they are objective, valid, reliable
& unbiased.
What purpose does it serve
in selection?
Test results are used to assess people against the requirements
for a job or the suitability for a course. Jobs are usually specified
in terms of the knowledge, skills, abilities & the experience
required to do them.
How is the decision made
using these tests?
Test results are interpreted by comparing them against a standard
group of people who have done the test in the past (normative group).
Applying one of the numbers of technique makes the decision. The
most common approaches are ‘top down’ and ‘minimum
cut-off’ selection, or profiling. In minimum cutoff the level
is usually established by testing existing employees, and is set
at a point that represents satisfactory performance.
The results a person achieves are compared with a representative
sample of people who have gone through the test before. This allows
a psychologist or personnel professional to decide accurately how
well a person has done compared to everyone else.
Now talking specifically about a personality test, it differs in
a number of ways form ability tests simply because there are no
“right” or “wrong” answers. It can assess
personal attributes like ones temperament, career interests, values,
attitudes & motivation. As there is no such a thing as “good”
or “bad” personality, just a variety of personal characteristics,
which may be more or less useful in different work profiles e.g.
a profile might demand leadership qualities, creativity, persuasiveness
& planning ability
What can the students do
to prepare themselves for such tests?
The psychometric tests generally used for the selection to a course
are in the area of personality or aptitude.
Following are the general
tips on approaching a personality questionnaire.
- Be honest: Answer your questions in a straightforward
manner. Do not look for trick questions or be tempted to give
the answers that you feel will be beneficial, but which are untrue.
The first reason for doing so is because it is difficult to bend
the truth consistently when you are answering approximately 200
questions. In doing so it might happen that you are inadvertently
emphasizing one aspect of your personality at the expense of another.
Similarly, you will not be aware of the ideal profile that is
being looked for, and you may actually distort your personality
results in the wrong direction. In addition, most of the personality
questionnaires also contain scales that are designed to detect
those who are presenting themselves in an overly positive light.
They are called “impression management” or “motivational
distortion scales”.
- Trust your first impression. Do not agonize
over the questions asked. Mark the first natural answer that comes
to your mind. The reason is that in this case, unlike ability
tests, your first thoughts are usually the most accurate.
- Read the questions carefully. The questions
asked can usually help you to identify what qualities it might
be assessing e.g. extroversion, introversion, integrity, tough-mindedness
and so on. The argument is that if you understand what the questions
are asking, you will be able to give genuine responses.
- Answer all the questions. Also do not get
stuck on questions that you don’t feel are relevant, but
just give the most immediate & the best answer you can. Don’t
over analyze the questions to such an extent that you don’t
know what is being asked. Some questions might seem ambiguous,
but the best thing to do is to just give your first reaction.
- Know yourself. The more you know yourself
the easier it will be to present an accurate picture of you. The
tools main function is to ask you to make a report on you. The
question that might arise is how do I know myself better? You
can do this by reading self-test books, asking other people to
describe how they see you. Simple exercise can include writing
10 adjectives & asking people to rate you on the same.
Finally, always follow the directions printed in the front of the
questionnaire booklet, and pay particular attention to the instructions
given by the test administrators. To summarize, it is important
that you approach the tests with honesty & avoid manipulating
the responses.
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