48 | January 2013 www.womanthismonth.com Can tests be faked? It is very difficult to fake an ability test without knowing the correct answers; personality tests are a little less robust but most have built-in mechanisms to detect when someone is trying to distort the results. The Morrisby Profile, one of the two best test batteries on the market for course and career selection, is a 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 faceto-face test, which takes around three hours, produces a profile of abilities, personality types, interests, preferred work styles and learning styles. Subsequent discussion of the results help students and adults make informed choices, realise aspirations, achieve success and satisfaction in their careers, and increases motivation. This particular test has been used by Xerox, Bank Of Ireland, University of Bath and other prestigious universities, as well as many international schools and the Crowne Prince’s International Scholarship Programme (CPISP) in Bahrain. The other leader in the field is Saville Consulting’s MY Self, which provides an insight into behavioural effectiveness at work and the career areas that your particular strengths are likely to fit. It identifies strengths and challenge areas while using both normative and ipsative (rating and ranking), which increases reliability and validity. This option is completed in 30 minutes on-line and usually has a two to six day turnaround time, followed by feedback by a Level A and Level B (ability and personality) psychometrist registered with, for example, the British Psychological Society. Whereas, in recruitment it may be particularly important to get as ‘high’ a score as possible in certain areas to distinguish yourself from the other candidates, in career guidance the more ‘honest’ you are the more accurate and valid the results will be for you. Of course, these tests can pick up when candidates are being overly confident. An added bonus of taking a test is that as many organisations and graduate training programmes use them for recruitment and selection and so you will be ahead of the game in terms of knowing the type of questions that will be asked. Sometimes people take tests and hear the results. This is an informative, reflective and ‘nice’ experience. However, the most important part is using the data and discussions to move forward, identify development areas and act upon the results accordingly. This part seems to be the missing link on many occasions, especially in this region. Furthermore, talent management and retaining the best staff and students are areas that need addressing not only from within organisations and institutions but also by individuals. Career choice and development can only happen effectively from within, by you and your child being clear about what you both want, as well as the steps and deadlines to ensure you get it. Psychometrics testing is recommended for children only after the age of 14. What about career coaching? Coaching is a relatively new profession. The great benefits of coaching and psychometric instruments are not fully appreciated by all HRM professionals, managers and students alike. Few people really understand what a coach can help them achieve and how valuable the experience will be as it impacts on so many parts of life. Many clients come with specific problems they have that they want to ‘fix’. However, coaching enables clients to understand their bigger concerns whilst getting in touch with their values. Career coaching sessions are loosely structured and flexible, usually ending with some sort of enquiry, challenge or action. Coaches demonstrate empathy, don’t make assumptions and are non-judgmental as they enable and facilitate action. By combining coaching with psychometric profiling, the results are a great starting point for discussions while both you and the coach discover an accurate picture of what you really want. Using psychometric tools can reduce the time spent with an employee when coaching as the first few discovery sessions are reduced as both the coach and has the client have an overview of where that person actually is and a clearer focus. In short, psychometric tests and career coaching, with qualified and experienced professionals, are cost effective in relation to career choices! Just like having a coach in the gym, you work harder, achieve results quicker, are more committed to action and are accountable. Parenting
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