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There is a similar trend in the international workplace. Occupational Personality Questionnaires (OPQ 32) manual.

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If you are encountering issues following the content on this page please consider downloading the content in its original form This unit covers the competency required to conduct a psychometric testing activity.

The purpose of personality tests is to enable a company to test a candidate's personality and behavioral aptitude in order to best match them with a job.

Popular psychometric tools include Sixteen Personality Factor Questionnaire (16PF; Cattell, Cattell, & Cattell; 1949), Minnesota Multiphasic Personality Inventory (MMPI; Hathaway & Mc Kinley; 1951), Occupational Personality Questionnaire (OPQ32; Saville & Holdsworth Ltd.; 1999), and Fundamental Interpersonal Relations Orientation-Behavior (FIRO-B; Schutz; 1958).

Some firms have also hidden details of candidates' university to eliminate “unconscious bias.” Such companies include Deloitte, the NHS, HSBC and the BBC.

Universities will also use a similar system by 2017.

The gamification of psychometric testing in the workplace can be classified into three types: Recruiters in India are using an integrated mobile platform to administer a psychometric or aptitude test online and then conduct a live or automated video interview.

This approach to psychometric testing in the workplace could well have been triggered by the gap between personality test scores and actual job performance. Psyctests, doi:10.1037/t02933-000 Cubiks (1996) Personality and Preference Inventory.

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