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WHAT ARE THE TYPES OF PSYCHOMETRIC TESTS?
The main test categories include
Personality profiles: These tests attempt to describe individuals by identifying personality traits or type. They are based around an underlying theory (model) of the characteristics that make up personality, for example see MBTI / Myers Briggs Type Indicator. Personality profiles do not have right or wrong answers, but provide useful insight often used to identify areas to improve with development and coaching.
Interests and values inventories: These tests assess an individual’s preferences, e.g. a career interest inventory would help identify which careers would suit them best. By revealing what’s important to an individual, they can be helpful in career counselling, training, coaching and succession planning as they can help to predict future job satisfaction.
Ability and aptitude tests: These are designed to measure an individual’s performance and can be used to assess current as well as potential performance levels. The two most commonly used are verbal and numerical reasoning tests, others include diagrammatic, clerical, spatial and mechanical.

4 more days to go - Job Fair | Trichy
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Clipping of Express Publications - The New Indian Express-Tiruchy Dated 15 Aug 2016

Job Fair at Trichy Fort. – 21st August

No registration Fee.
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Brainvalley along side with, The Placement and Training Cell of Bharathidasan University is conducting a recruitment drive.
The Job fair has more than 25 South India companies participating in it. More than 1500 vacancies are available for various positions.

End for Hiring Problems!
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The ever growing skills gap has been has been a major concern for new age employers. A considerable number of recruiters feel that despite having open positions finding suitable candidates has become challenging. The current job market is not only frustrating for those looking for employment, but also for companies with open positions that are ineffectual in finding the right candidate. There is a growing bridge between the needs of the employers and the skills that are available in the job market today. Due to this employees as well as employers fail to realize their full potential and creates multiple negative consequences for businesses and therefore the economy which in turn has a direct impact on employment.
In simple terms, skill gap refers to a disparity between the demand and supply side of the market. A more granular approach would address the skill gap as the difference in the skills needed for a job and those possessed by a prospective worker. It is widely known that knowledge, skills, and resourcefulness of people are critical to sustain development, economic, and social activity in a hyperactive society. Given the current high-paced growth and dynamic investment environment in India, the demand for skilled workers with high levels of expertise in technical and soft skills will only increase. With expansion taking place across sectors; banking and financial services (BFSI), retail, manufacturing, pharma, SMBs, outsourcing/offshoring companies, service providers, etc. there already exists a comprehensive need for an individual with sharp presence of mind and skillfulness. It is also estimated popular business magazines that India would require a workforce of 2.3 million employees in the IT and IT-enabled services sectors by 2018.
One of the methodologies to tackle the problem of lacking job readiness in the IT sector is partnerships between the industries and academia. Brainvalley Solutions’ masterstroke known as Click2Cert provides skill certification on skills like Excel, SEO, Coding, wealth management, the overall attitude of an individual through psychometric tests and others across diverse sectors in the vocational space to align the education being given at various colleges, in accordance to the requirements of the industry. Click2cert certification is the most appreciated, highly demanded and most sought after by the employers pursuing for the perfect employee. We believe training individuals for the jobs of the future and allowing them to visualize what is conceivable today will not only make a difference in their lives but will enrich our communities now and for the future.

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The past few years have seen a shift toward creating a more engaging and interactive candidate experience in the form of simulations in the recruitment process. Advances in technology have made it easier for assessment providers to bring previously text-based assessments to life in the form of video situational judgement tests and fully simulated assessment experiences. These assessments generally involve the candidate responding to ‘what would you do next’ type questions after watching a brief, animated scene, leading to subsequent interpretations as to their likely behaviour on the job. But now things are starting to get really exciting. Recruitment has not been untouched by one of the hottest trends of our time – gamification.
Online games have been an innovative attraction strategy used by high profile employers around the world including Ikea, L’Oreal, and Marriott Hotels. These games are designed to spark the interest of potential candidates who may have otherwise overlooked the opportunity. While attraction games have served their intended purpose as a branding tool, they haven’t been able to provide an evaluation of candidate fit for a particular role…until now. We are now seeing game-based psychometric assessments entering the market and making big waves. With the era of big data and gamification upon us, the powerful blend of the two allows for the accurate measurement of candidate attributes and identification of talent potential via a fully interactive and highly engaging game.
Revelian brings Theme Park Hero to the market in Australia. One of the first game-based psychometric assessment of its kind, Theme Park Hero helps employers to better identify the best fit candidate. While not fully replacing more traditional psychometric assessments or simulations anytime soon, game-based tests will certainly be a key feature of the recruitment industry moving forward… Watch this space!
What are Psychometric Tests?
The word psychometric is formed from the Greek words for mental and measurement. Psychometric tests attempt to objectively measure aspects of an individual’s mental ability or personality. Individuals are most likely to encounter psychometric testing as part of the recruitment or selection process and occupational psychometric tests are designed to provide employers with a reliable method of selecting the most suitable job applicants or candidates for promotion. Psychometric tests are commonly used as part of a recruitment process. Employers use them to gain insights into a candidate’s skills and personality which can be more objective, reliable and scientifically valid than an interview alone. Psychometric tests are becoming increasingly popular, particularly in large organizations, where senior management may be removed from the recruitment process but seeks to ensure certain benchmarks are met when recruiting new employees. Psychometric tests are seldom used in isolation and represent just one of the methods used by employers in the selection process.
These tests aim to measure attributes like intelligence, aptitude and personality, providing a potential employer with an insight into how well an individual work with other people, how well an individual handle stress, and whether an individual will be able to cope with the intellectual demands of the job. It’s an exciting time for the psychometric testing industry. There’s no doubt that we are on the verge of a new era and are making leaps and bounds in the sophisticated measurement of candidate strengths and abilities.
Percentage of Companies using Psychometric Tests
Psychometric testing is now used by over 80% of the Fortune 500 companies in the USA and by over 75% of the Times Top 100 companies in the UK. Tests are used by many employers across most sectors, including IT, engineering, energy, banking, consultancy, accountancy, the civil service and other public sector, fast moving consumer goods and retail.
Paper-based Assessments
Psychometric testing emerged in the early 20th century and generally focused on measuring intelligence. Everything from the instructions, test taking, scoring, norming and report writing were manual steps, not to mention the work involved in creating and validating an assessment without the assistance of technology or computers. While paper-based testing is still in use in some cases today, many of the steps are now a blend of manual and automated processes.
Online Revolution
Computer-based and online psychometric testing signalled a significant change during the past few decades and propelled assessments into the mainstream commercial setting. Considered to be a significant improvement on paper-based testing, computer and online testing helps ensure a standardised candidate experience and reduces the human error that can occur with paper-based testing. Furthermore, the wide availability of the internet has increased the popularity of online remote testing as a means of reaching candidates without the constraints of geographical location.
Personality Questionnaires
Measure an individual’s way of doing things, and specifically the way an individual interact with environment and other people.
These explore:
• The way in which an individual perform things,
• How an individual behave in certain circumstances,
• An individual’s preferences and attitudes.
In recruitment they are often used to see if an individual would suit a particular work environment and can be used to assess aspects of an individual behaviour, attitudes and opinions, as well as their motivation, interests and values. The results may then be compared to the characteristics considered essential for the job on offer. They are usually paper-based questionnaires where a profile is drawn from the individual’s responses to a number of questions or statements, focussing on a variety of personality factors. For all types of personality questionnaires there are no right and wrong answers. The principle behind personality questionnaires is that it is possible to quantify one’s personality by asking about their feelings, thoughts and behavior.
These will look at areas such as:
• Ways of thinking, feeling and acting in different situations;
• Interpersonal style, conflict style, leadership style;
• Patterns of coping with stress;
• Interests – how much do an individual like carrying out various types of activities at work;
• Motivations – the energy with which an individual approach his/her work and the different conditions which increase or decrease his/her motivation; and
• Work values– what factors make work worthwhile for an individual.

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We live in a world that is characterized by increasingly rapid pace of technology change. It is the prime need of the hour that one stays ahead of the curve and keeps refining his/her skills. Speed of the information highway is getting higher day by day, and thus skill development is a critical element needed to outstand in the competition. Increasing your skills rely on developing consistent set of credentials that attest to one’s professional capabilities. With the right set of credentials, to back up your skills, you can stand out from your peers and differentiate yourself.
Skill development leads to systematic development that empowers youth through employability. Developing skills adds power to the performer and induces confidence in the candidate. Being certified through a recognized organization allows to have the right credentials, training and education required to be an excelling performer at the workspace. It clearly emphasizes an individual’s dedication towards one’s profession. As every employer certainly desires a person who has detailed knowledge, sharp skills, and ability in the imperative field of discipline which demands a well-informed personality. Certificates are like licenses that help the hiring manager evaluate if a candidate is capable of performing in a certain line of work. Skill certification would equip those entering the workforce with the necessary skills in a competitive environment.
Certifications polish one’s skills and knowledge and give the employer a clear idea of a candidates’ interest and eagerness to advance in his/her own professional development, which they identify as a valuable attribute of a successful employee. Certification prepares an individual for greater on-the-job responsibilities and gives him/her an edge over the others during promotions or other career opportunities.
Click2Cert provides skill certification on skills like Excel, SEO, Wealth Management, Coding, logical reasoning, cognitive skills and various others across sectors in the vocational space. So decide on a certification that is most appreciated, highly demanded and most sought after by the employers. Adopting new technologies in terms of skills & knowledge will not only push you to the fore but also give you an auxiliary advantage in job competition.

Online Coding Test – Programming Aptitude Test – Brainvalley Hire top-notch developers. Web-based Hands-On Coding Test to assess programming skills of your job candidates.