Head Start Psychometric testing & Assessment Centres
•Descargar como PPTX, PDF•
2 recomendaciones•2,690 vistas
Recomendados
Recomendados
Más contenido relacionado
La actualidad más candente
La actualidad más candente (20)
Destacado
Destacado (19)
Similar a Head Start Psychometric testing & Assessment Centres
Similar a Head Start Psychometric testing & Assessment Centres (20)
Más de Career Development Centre, La Trobe University
Más de Career Development Centre, La Trobe University (9)
Último
Último (20)
Head Start Psychometric testing & Assessment Centres
- 1. Title of presentation Start Graduate Head 2013 Name of presenter PSYCHOMETRIC TESTING & ASSESSMENT CENTRES Title of presenter CareerFaculty / Division Centre School / Development La Trobe University xx Month 201x 20 February 2013 latrobe.edu.au CRICOS Provider 00115M
- 3. Psychometric Testing What are psychometric tests? • A series of multiple choice questions which aim to objectively measure attributes like intelligence, aptitude and personality. • Can be used to assess ability as well as potential. • Administered online or using paper and pencil under standardised conditions. What do they measure? • Ability – “Can do” • Attitude – “Wants to” • Skills – “Has done” Click to edit Master text styles 3
- 4. Types of psychometric tests Personality Aptitude & Inventories Ability Tests Click to edit Master text styles 4
- 5. Personality inventories • Measure behavioural style and preferences within an occupational context. • Concerned with underlying disposition and preferred ways of behaving, not ability. • Typical format is preferential questions. • There are no right or wrong answers. • Responses are used to develop a profile. • Tests are usually untimed. Click to edit Master text styles 5
- 6. Aptitude and ability tests • Measure skills and abilities relevant to a position or occupation. • Typically cover a broad ability area (e.g. verbal / numerical reasoning), not knowledge (e.g. accounting). • Measure intellectual abilities as well as potential to learn and understand new information in a limited timeframe. • May simulate elements of a task to assess your ability to perform that task. • There are “right” and “wrong” answers. • Performed under timed conditions. Click to edit Master text styles 6
- 7. Aptitude and ability tests • Abstract reasoning • Verbal reasoning • Numerical reasoning • Spatial reasoning • Perceptual ability • Information checking • Technical 19 February 2013 Click to edit Master text styles 7
- 8. Preparing for psychometric tests Find out from the employer relevant information such as: • What sort of tests do they conduct? • What do the tests measure? • How long will the tests go for? • Can you use a calculator in numeric tests? • Take practice tests to familiarise yourself with the types of questions that may be asked. • Try to undertake your testing in the morning if possible. • If completing multiple tests, take a break between them. Click to edit Master text styles 8
- 9. Strategies for during testing • Answer easier questions first. • Come back to more difficult questions later. • Don’t spend too long on any one question. If you cannot answer a question, go on to the next. • If you are going miss a question then either guess (if you don’t plan to return to it) or make a mark next to it that you can easily find it later if you have time. • Don’t make assumptions about the way you should respond. 19 February 2013 Click to edit Master text styles 9
- 10. Strategies for during the test Personality Inventories • Don't overly deliberate about any one particular question. Your first response is usually best. • Don’t try to answer as you think you should; answer honestly. Aptitude Tests • Work quickly and accurately. • Don’t be surprised if you can’t answer all questions. 19 February 2013 Click to edit Master text styles 10
- 11. Tips for during the test • Listen to and read all instructions. • Read each question carefully before answering. • Don’t be afraid to ask questions if you don’t understand the instructions. • If you feel overwhelmed, breath slowly and maintain a positive attitude throughout the process. • Don’t worry about how other candidates are progressing. 19 February 2013 Click to edit Master text styles 11
- 12. Getting feedback after testing • Many organisations will offer you feedback, regardless of whether or not you are successful. • If feedback is not offered, ask if it can be made available. 19 February 2013 Click to edit Master text styles 12
- 13. A word on faking • Most personality inventories have built-in lie detectors to identify candidates who are answering in a socially desirably manner (i.e. ‘faking’). • As many personality inventories measure a range of personality traits, it’s difficult to ‘fake’ every scale. • It’s hard to predict the personality traits that organisations are looking for, so it’s best to respond honestly. 19 February 2013 Click to edit Master text styles 13
- 14. Improving your test performance Verbal Reasoning Tests Read newspapers, reports, business journals. Do verbal problem solving exercises, e.g. crosswords. Numerical Reasoning Tests Read financial reports in newspapers. Study tables of data and practice your mental arithmetic. Abstract Reasoning Tests Solve puzzles in newspapers and magazines involving diagrams. Play games involving sequences or strategies, e.g. chess, draughts. Source: SHL 19 February 2013 Click to edit Master text styles 14
- 16. What are assessment centres? • A series of exercises or activities designed to assess how candidates relate to others or how candidates cope with various tasks and demands. • Aim to replicate some of the key tasks and assesses how you deal with the scenarios you are put in. • Highly structured in their design, application and procedures. • There will typically be multiple assessors, evaluating you against multiple competencies in multiple exercises. • Can last from half a day to three days. 19 February 2013 Click to edit Master text styles 16
- 17. What happens on the day? • Several candidates will be present. • Some exercises will involve other candidates, some you may do on your own. • You will be assessed against a number of key competencies required to do the job. • Trained observers will rate individuals on a range of competencies, using a prescribed performance scale. • There will typically be multiple assessors, evaluating you against multiple competencies in multiple exercises. Click to edit Master text styles 17
- 18. Typical activities • Ice breakers • Presentation • In tray task • Aptitude tests • Group task • Case study • Role play Click to edit Master text styles 18
- 19. What do they measure? Competencies that may be assessed during an assessment centre include: • Team work • Communication • Leadership • Influencing • Problem solving 19 February 2013 Click to edit Master text styles 19
- 20. Skills matrix Skills Role Play / In Tray Written Group Psychometric Interview OVERALL Presentation Report Discussion Tests Team Work Communication Problem solving and analysis Attention to detail Commercial acumen Planning and organising Interpersonal effectiveness Click to edit Master text styles 20
- 21. Preparing for assessment centres • Find out what sorts of activities will be used. • Identify your strengths and weaknesses. • Think of examples that demonstrate your skills. • Familiarise yourself with the job description and know the selection criteria. • Research the employer and industry beforehand. • Dress appropriately. • Get a good night’s sleep beforehand. • Stay calm. Practise deep breathing. Click to edit Master text styles 21
- 22. Tips for during the assessment Listen to and read all instructions carefully. Don't make assumptions about the way in which you are expected to respond. Be yourself and respond honestly. Be respectful of the other participants. Avoid being either passive or aggressive. Employers will be looking at you to see how you interact with others, during the activities and in the breaks. Don't give up if you perform badly on one task. There will be other opportunities to demonstrate your skills. Try not to compare yourself with others. Be yourself! Click to edit Master text styles 22
- 23. Tips for the group task • Read the written instructions carefully. • Make your contributions relevant and useful. • Speak confidently and clearly – but avoid being overbearing / competitive. • Demonstrate active listening skills. • Always have the desired goal in mind. • Think about your body language. Click to edit Master text styles 23
- 24. Thank you Contact Us: Bundoora: Level 1, Peribolos East 9479 2459 www.latrobe.edu.au/students/careers careers@latrobe.edu.au @LTUcareers www.facebook.com/LaTrobeCareers latrobe.edu.au CRICOS Provider 00115M
Notas del editor
- Jason
- Carly
- CarlyThe word psychometric is formed from the Greek words for mental and measurement.Provide insight into how you work with other people, how you handle stress, and whether you will be able to cope with the demands of the job.Often administered as a series of online tests and inventories.May be completed at home, at a central location, or as an activity during an assessment centre.Ability – “Can do”Inherited and learned physical and intelligence capabilitiesAttitude – “Wants to”Expressed make-up and styleMay include motivations, beliefs, attitudes, values, interests, preferencesSkills – “Has done”Experience or specialist skillsCompetencies acquired through work experience, training and educationTechnical skillsCandidates ability to interpret verbal and numerical information, and their preferred working style (PwC)Results correlate to pre-determined behavioural competencies that an employer regards as important to the technical and behavioural success in a role (PwC)Personality tests measure or indicate preferences – they are not ‘right or wrong’ answer tests (PwC)It is important to note that results should be viewed as a whole and not in isolation (PwC)
- CarlyThere are two main types of psychometric tests:Personality InventoriesDesigned to reveal interests and motivations.Measure your preferred way of doing things, and the way you interact with your environment and other people.Ability and Aptitude TestsUsed to measure mental reasoning ability.Measure your ability to perform or carry out different tasks.Personality – The pattern of collective character, behavioral, temperamental, emotional, and mental traits of a person.Aptitude – an innate, acquired or learned or developed component of a competency (the others being knowledge, understanding and attitude) to do a certain kind of work at a certain level. Aptitudes may be physical or mental. Ability – the quality of being able to do something, especially the physical, mental, financial, or legal power to accomplish something.
- CarlyPersonality Questionnaires…within an occupational contextProfile:… which is then compared to that of an employer’s ideal candidateThe principle behind personality questionnaires is that it is possible to quantify your personality by asking you about your feelings, thoughts and behaviour. Aimed at measuring an individual’s behavioural patterns and preferred style within the workplace. They can provide valuable information about whether or not the participant is suitable for a particular work environment. Typical format is preferential questions, where a response is selected from a series of choices.You will be presented with statements describing various ways of feeling or acting and asked to answer each one on a scale.The number of questions you are expected to answer varies from about 50 to 500 depending on the particular questionnaire used by the employer.The questionnaire is about your personality style; that is, the way that you go about things. It is not about ability and there are no right or wrong answers.There are no right or wrong answers, although some behaviours may be more appropriate than others.
- CarlyDesigned to assess your logical reasoning or thinking performance.Help organisations understand your potential or capacity in a given area.Consist of multiple choice questions and are administered under exam conditions. Aptitude tests are designed so that very few people will be able to complete all of the questions.May not have time to complete all the questions.They may require you to:Evaluate the logic of different statementsInterpret data from statistical tablesRecognise the logical rules governing statements (SHL)
- CarlyUsed to assess the mental ability of participants in various areas. Areas that are commonly measured under this banner include tests of abstract reasoning, verbal reasoning, numerical reasoning, mechanical reasoning and spatial reasoning.Abstract reasoning Measure a candidates ability to promptly and accurately learn complex information to aid in problem solving processes. Based on diagrams and measure your ability to identify the underlying logic of a pattern and then determine the solution.Verbal reasoning Focus on the candidates effective use of written ideas and information to construct accurate conclusions. Include questions which test your ability to spell words correctly, use correct grammar, understand analogies and follow detailed written instructions.Numerical reasoning Establish a candidates ability to perform accurate arithmetic to understand and present conclusions regarding numerical data. Emphasise the analysis of numerical data through the interpretation of graphs and basic calculations. Include questions on basic arithmetic, number sequences and simple mathematics. In more complex numerical critical reasoning questions, blocks of information are provided that require interpretation.Spatial reasoning focus on a candidates ability to perceive, construct and deconstruct visual objects within differing contexts. measure your ability to manipulate shapes in two dimensions or to visualize three-dimensional objects presented as two-dimensional pictures.Perceptual ability aptitude with pictures and diagramsInformation checking attention to detail, correcting errors
- CarlyNo specific preparation is required for psychometric testing as it measures your skills, general abilities, cognitive processes and behaviours.Find out what assessments you will be taking and what they will tell the employer about your fit to the job or role.Practice tests – in some cases, you may also receive a feedback report to help you. (SHL)Be confident in your abilities, and know your strengths and weaknesses.A little bit of adrenalin is OK but don't become overstressed. You are usually more alert and able to perform more strongly at this time of day.It's not the end of the world if you're finding a test difficult. Remember it is only one section of the entire assessment process and a decision is never made on solely one assessment criteria. (PsychPress)You can’t really prepare for an aptitude test, as it measures your potential / aptitude (SHL)However, everyday exposure tho those types of skills may help enhance and develop those skills (reading more complex journals, completing crosswords, Sudoku, etc) (SHL)Taking a break between tests will allow you to come back refreshed and ready to go againBefore each test you will commonly be given a series of examples. Take these slowly and learn from your mistakes.Taking practice tests is a great way of gaining experience about what may be expected on the day. Personality InventoriesHard to prepare for as they typically measure relatively stable behavioural tendencies. Aptitude and Ability TestsYou can’t really prepare for an aptitude test, as it measures your potential / aptitude.Before each test you will commonly be given a series of examples. Take these slowly and learn from your mistakes.
- CarlyYou have nothing to gain by knowing whether they are ahead of you and you will undermine your confidence if they are.If there is more than one test, you will have plenty of opportunities to show what you can do. If you feel you have performed poorly on one test, don’t give up. Your performance on all of them will be taken into account.
- CarlyPersonality inventories• Although there is no time limit, you should work quickly rather than pondering at length over any one question. This helps you give your most natural answer; the one that best reflects how you are.• The questionnaire is about your personality style; that is, the way that you go about things. It is not about ability and there are no right or wrong answers. Just answer as you are.• Don’t worry if some questions do not seem relevant. Employers will be focusing on those areas most relevant to your situationAptitude testsThe problems usually become more complex as the test progresses. Don’t be concerned if you do not complete all of the questions - its the number of correct answers that matters.
- CarlyYou have nothing to gain by knowing whether they are ahead of you and you will undermine your confidence if they are.If there is more than one test, you will have plenty of opportunities to show what you can do. If you feel you have performed poorly on one test, don’t give up. Your performance on all of them will be taken into account.
- CarlyIf you are offered the opportunity for feedback, use it to find out as much about yourself as you can. This may be helpful in understanding yourself and your strengths and areas for improvement during testing.Test results should be provided to you in a private feedback sessionIs it how you were perceived?Are there areas for development?What are you doing well?
- CarlyPeople who try to guess what is wanted are often incorrect and may give an impression of themselves that does not fit in with other information. Many questionnaires contain questions which help check whether someone is describing him or herself honestly and consistently, so try to be as accurate as possible when answering the questions.Don’t make assumptions about the way you should respond. If you try and guess what the assessors are looking for, you may be wrong. It is usually best to be yourself, and respond honestly. Remember that it’s not in your interest to get a job to which you are not well suited. Beware that some organisations will re-test candidates when they have originally sat the test online at home to ensure that they sat the test.
- CarlyComplete crosswords, number games and puzzles to sharpen your problem solving ability (La Trobe)
- CarlyWhat is it? When is it used?Why do they use it?Most graduate recruitment programs include some kind of assessment centre activityAlso – large companies recruiting a number of employers at one: e.g. optus gets new contract – usually do a group activityDesigned to assess: how u relate to othersAnd how well you would do at coping with the pressures and tasks of the job ‘simulated activities’Therefore – fairer than just interview because more opportunities to show abilitiesBut – need to be aware of what they are assessing in each activity and do your preperation as you would for an interivew
- CarlyAssessment Centres operate on the principle of a "cross reference" system.Commonly used by large companies.Collections of tests and exercises designed to simulate an employer’s business environment.Some of the big four accounting firms put prospective partners through an assessment centre prior to their promotion. Also used to identify training needs and for long term career planning.
- You are being assessed against competencies and not against other candidates; however your interactions and attitude are key. Results are compared against the same competencies, which are measured in other activities.On completion, observers meet to discuss the test results and reach a group consensus about each individual's ratings.
- Carly…so that you can do some preparationTreat this as you would an interview. You will be assessed not only on your performance but also your appearance and presentation. Make sure you allow plenty of time to get there. Careers and Employment at La Trobe University’s Melbourne (Bundoora) campus has an excellent video, ‘The Assessment Centre’, illustrating what the assessors are looking for.
- CarlyThere are benefits on both sides to fitting the right person to the you so try to be yourself.AFTER THE ASSESSMENT CENTRE:Feedback is much more detailed and relevant to the task for assessment centres.If you are not offered feedback, ask if it's available.
- Denise