58 August 2014 www.womanthismonth.com issues and sessions are loosely structured ending with actionable tasks, which are time specific. Coaches are non-judgmental and enable or facilitate action through accountability measures. What is psychometrics? Psychometrics is concerned with the measurement of various human abilities and attributes through questionnaires and tests. Many students could avoid dropping out of their undergraduate courses or changing their A level and IB options if they took a psychometric test. Tests can highlight careers that have not been considered, therefore, opening possibilities. Psychometric tests are designed to be fair and objective and are free from personal bias and prejudice. They allow different people to be assessed under the same conditions. Some students choose courses because of the weather in that location or university prestige, making decisions subjective. Tutorial size and research records should also be considered. Psychometrics is powerful, but it should not be used in isolation as it is just one measure. The views of parents, teachers, colleagues, friends and professionals in the field should also be considered. Psychometrics is used heavily in graduate selection, especially in relation to how questions are asked both on and off line. Career choice and development can only happen effectively from within. You and your child should be clear about what you both want. Follow the steps and meet the deadlines to ensure you get it. The Morrisby Profile One of the two best test battery on the market for course and career selection, this is very hard to fake due to the nature of the items contained within the test. The personality aspects of the test have little face validity. Therefore, it is very difficult to guess what the question might be measuring and to consequently give the answer you think the test giver wants to hear. This test, which takes around three hours face-to-face, produces a profile of abilities, personality types, interests, preferred work and learning styles. Discussions of the results help students and adults make informed choices, realise aspirations, achieve career success/satisfaction, and increases motivation. The Morrisby Profile has been used by Xerox, Bank of Ireland, University of Bath and other prestigious universities as well as many international schools. In Bahrain, the Crown Prince’s International Scholarship Programme uses this test format as well. Saville Consulting’s MY Self Another leader in the field, this report provides insight into behavioural effectiveness at work and the career areas that your particular strengths are likely to fit. It identifies strengths and challenge areas whilst using both normative and ipsative rating and ranking approaches which increases reliability and validity. This tool is completed in 30 minutes online and usually has a two- to six-day turn around, followed by feedback by a Level A and Level B (ability and personality) psychometrist registered with the British Psychological Society. In recruitment, it may be particularly important to get as high a score as possible in certain areas to distinguish yourself from other candidates. In career guidance, the more honest you are the more accurate and valid the results will be. Of course these tests can pick up when candidates are being overly confident. Tests provide awareness and using the data through discussions is even more important. This part seems to be the missing link on many occasions, especially in this region. People use superficial online tools, which may raise awareness, but cannot be relied upon. By combining coaching with psychometric profiling, the results are a great starting point for coaching discussions whilst both you and the coach discover an accurate picture of what you really want. Just like having a coach in the gym, you work harder, achieve results quicker, are more committed to action and are accountable. g Career choice and development can only happen effectively from within
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