Predictive Index® India, Talent Optimization

  Psychometric assessments are widely used in the recruitment process and as an effective tool for screening in candidates. Psychometric assessment tools are scientific tests designed to assess an individual’s personality traits and cognitive abilities. These may include predictive index (PI), cognitive ability tests, behavioral assessment tests, emotional intelligence tests, etc.  Their extensive use in the recruitment process is because these assessment tests help evaluate a candidate’s performance, skills, knowledge, attitudes, competencies, personality attributes, and job as well as academic potential. Psychometric assessment tests are standardized tests useful for HR managers and recruiters in the hiring process because they are accurate in predicting a candidate’s behavioral tendencies and his or her competency for a particular job role. The insight about the candidate’s personality and skills enables recruiters make better job-related decisions and provide training for employee

  Daniel Goleman (1998), author of the bestseller, Emotional Intelligence: Why it can Matter More Than IQ, defined emotional intelligence, commonly called EQ (Emotional Quotient), as “the capacity for recognizing our own feelings and those of others, for motivating ourselves, and for managing emotions well in ourselves and in our relationships.” According to Salovey and Mayer (1990), “emotional intelligence is a set of skills that are thought to contribute to the appraisal of emotions in oneself and others. It can also help contribute to the effective regulation of emotions as well as feelings”.  How Components of EQ Aid Teamwork? Teamwork is a collaborative and collective effort of a particular group towards achieving a common goal or completing some task in an effective manner. It has some important aspects such as cooperation, coordination, communication and interdependence. All these aspects are influenced by an underlying dimension or factor – emotional intelligence of the team me

Laszlo Bock, V. P Talent-Google, mentions in his book – ‘Work Rules’ that general cognitive ability is one of the top most parameter that they look for in a candidate while hiring at Google. The reason they do so is, he says, is that cognitive ability is one of the best indicator of performance for a given job role.  So what exactly do we mean by cognitive ability? Is it same as IQ? Well, very simply put, cognitive ability is the ability and speed of learn new things. A person with higher cognitive ability can learn the new things faster than the one with the lower cognitive ability score. For example, think of cognitive assessment as a tool to test the processing speed of a computer. Some computers can have higher processing speeds and some lower.  But the question that comes to the mind is, why is it so important to determine the learning agility of a person through cognitive ability test? One of the main reasons is that, the cognitive ability or learning agility of a person does not

  Importance of Psychometric Assessments for Hiring The usual process of hiring an employee to work at a company is quite familiar. This old convention begins with the publishing of a job description to attract potential candidates, after which the pool of applicants is rigorously screened to single out qualifications and traits that would be helpful for the job. There may be a selection committee that determines the proficiency level and past experience of a candidate, after which the lucky worker is scouted and hired. But can one gauge the finer aspects of a candidate’s workstyle and ethic solely based off of an interview and screening process? The answer to that dilemma is a psychometric test. What is a psychometric test? Psychometrics is the field of social sciences concerned with the study of psychological measurement. It can be used to measure one’s knowledge, abilities, personality traits and other attributes. A psychometric test hence provides clarity about one’s cognitive abil

A study done in London in 2017 showed that as many as 20% of college students believed they had chosen the wrong courses, mostly out of parental pressure or lack of research. Another study found that 9 out of 10 people between 21 and 65 felt their career choices had been rushed. This scenario is especially true of India, where misconceptions about the job market and ill-informed parents continue hampering career progress. The career paths most people in India think are the best were more suitable a few decades ago, but are not suited to the job market’s need anymore. In those days, there was a need for India to focus on its technological side because rapid industrialization was necessary to fuel our developing economy. However, the situation is more stable now, and there is a growing need for forward-looking thinkers who know what is right for them so that they may have maximum output in their chosen careers.  Still, there persists a lack of respect and understanding for careers beyond

Psychometric assessments for organizations is like what X-rays are for Doctors. Psychometric assessments are not a solution in themselves but a tool that provides vital information about a person which is otherwise not visible. Psychometric assessments have been traditionally used as a pre-employment tool. Their usage has been limited and they were used like go/no-go gauge. There were many reasons for such a myopic use of this tool, prominent ones being – the traditional tools focused more on capturing weakness of a person, the assessments took a long time to complete, the spread of information provided was very limited, companies did not really care about grooming the talent.   But today the demands of business have changed, and technology has evolved. With the new cloud based AI integrated tools such as Predictive Index, it is now possible to determine the personality type of candidate and employees within 10 min and not one hour. The results are more focused on determining the natur