What a Psychologist Find in a candidate..? || interview with On Duty ISSB Psychologist || ISSB Tips

Summary

The video script discusses the role of psychologists in candidate evaluation and assessment, focusing on the identification of cognitive, emotional, and behavioral patterns. It elaborates on the various types of psychological tests used, including projective, semi-projective, and objective tests, all aimed at determining the suitability of candidates for different institutions. The process includes a structured and synchronized series of activities conducted across centers, featuring a combination of written, computer-based, and interactive assessments. The script also touches upon how the content of the tests may vary based on the candidate’s background, including gender and educational level, ensuring fairness and accuracy in the evaluations.

Takeaways

• 😀 Psychologists play a crucial role in evaluating and assessing candidates based on evidence, techniques, and tools to identify cognitive, emotional, and behavioral patterns.
• 😀 The main goal of psychological assessments is to determine the suitability of candidates for specific institutions or roles.
• 😀 The process begins early in the morning with candidates receiving a welcome address from the Deputy President, familiarizing them with the procedures.
• 😀 The activities are synchronized across all centers, ensuring standardization in the testing process for all candidates.
• 😀 The assessment includes various types of tests, including projective, semi-projective, and objective tests, each designed to measure different aspects of a candidate's personality and abilities.
• 😀 Projective tests aim to understand how candidates perceive and respond to stimuli, with tests such as perception and thematic apperception tests being commonly used.
• 😀 Semi-projective tests, like sentence completion tests, involve providing candidates with prompts to elicit responses that reveal their personality traits.
• 😀 Objective tests use structured formats, such as written scales, to assess candidates based on predefined response options, providing measurable data.
• 😀 The content of the tests may vary depending on factors like gender, educational background, and the type of induction program candidates are applying for, ensuring relevance and fairness.
• 😀 Each type of test is specifically tailored for different educational levels and the nature of the induction, ensuring that the challenges match the candidates' qualifications.
• 😀 Candidates undergo testing over several hours, followed by free time in the evening to relax or participate in recreational activities at the center.

Q & A

What is the primary role of a psychologist in the selection process?

The psychologist's main role is to conduct the evaluation and assessment of candidates. This includes identifying cognitive, emotional, and behavioral patterns to determine whether a candidate is suitable for the institution or role they are applying for.

What are the different types of psychological tests mentioned in the script?

The script mentions three types of psychological tests: projective tests, semi-projective tests, and objective tests. Projective tests assess a candidate's perception of ambiguous stimuli, semi-projective tests involve tasks like sentence completion, and objective tests are standardized with fixed response patterns.

What is the purpose of projective tests?

The purpose of projective tests is to understand how a candidate perceives and responds to ambiguous stimuli. The most common example mentioned is the Rorschach Inkblot Test, where candidates interpret abstract images to reveal hidden aspects of their personality.

How do semi-projective tests differ from projective tests?

Semi-projective tests, like sentence completion, provide candidates with a prompt (e.g., an incomplete sentence) that they must finish. This helps psychologists assess underlying attitudes, thoughts, and emotions in a less ambiguous context compared to projective tests, where candidates interpret more open-ended stimuli.

What are objective tests, and how are they different from projective and semi-projective tests?

Objective tests are structured tests with fixed, standardized response patterns, such as multiple-choice or true/false questions. Unlike projective and semi-projective tests, which require subjective interpretation, objective tests assess specific attributes like knowledge, personality traits, or aptitudes using a clear set of possible answers.

What is the overall purpose of the psychological assessment process described in the script?

The purpose of the psychological assessment process is to evaluate candidates in terms of their cognitive abilities, emotional stability, and behavioral tendencies. This helps identify patterns that can determine their suitability for a particular role or institution.

How are the assessment tests synchronized across different centers?

The assessment process is synchronized across all centers to ensure that the same set of standards is maintained. This includes ensuring that the tests, schedules, and procedures are consistent, regardless of the center or location.

How long does the psychological assessment procedure last?

The psychological assessment procedure lasts around 4 to 5 hours. It involves multiple types of tests, including written, computer-based, and other forms of assessments.

How do the assessment procedures differ for candidates of different qualifications or backgrounds?

The assessment procedures are tailored based on the qualifications and background of the candidates. For example, the content of the tests will differ for candidates applying for different courses, such as graduate courses versus officer-level courses. Additionally, gender may also influence the specific content of the tests.

What are the psychological test protocols for female candidates as mentioned in the script?

For female candidates, the psychological test protocols may differ in content compared to male candidates. While the general structure of the tests remains the same, the specific content and focus of the tests might be adjusted to account for gender-related differences.