Psychological Testing

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Psychological Testing for Career Selection


Aptitude Testing, Personality Testing & Interest Assessment for making right career choice


What is Psychometric Testing?
Psychometric testing falls into three main types:
Ability testing
Aptitude testing
Personality questionnaires

Ability testing
Ability tests measure a persons potential, for instance to learn the skills needed for a new job or to cope with the demands of a training course. Ability tests are not the same thing as Tests of Attainment.


Tests of attainment assess specifically what people have learnt e.g. mathematical ability or typing skills. Of course what people have learned does depend on their ability in that domain in the first place so the scores on the two types of test are conceptually linked.


The major difference between tests of ability and tests of attainment is in the way the scores from both types of test are used. Many ability test items look identical to those on attainment tests but attainment tests are different in one crucial respect - they are retrospective: they focus on what has been learnt and on what a person knows and can do now. Ability tests are prospective: they focus on what the person is capable of achieving in the future or their potential to learn. Bear in mind that some attainment is required before certain abilities can be measured, for instance, we need a certain knowledge of mathematics before our numerical ability can be measured. In addition a test of attainment cannot be used to directly infer ability. School examinations are one example of measures of achievement or attainment, and while we might draw some conclusions about an individual's ability on the basis of GCSE results we would not use them as a direct measure of ability since a less able student may work harder than a more able student to produce a better score.


General ability is usually divided up into specific abilities, reflecting the hierarchical structure of intelligence that is generally accepted by most workers in the field. So a general ability test might be composed of specific numerical, verbal and spatial ability scales brought together as a test battery. They can then be scored and interpreted individually as a specific ability or aptitude measure, or together as part of a general ability measure.


Aptitude testing
There is no widely accepted definition of the difference between ability and aptitude. Most people would agree that to some extent the two terms refer to the same thing: aptitude referring to specific ability, and ability referring to general aptitude. We could probably view ability as underlying aptitude, and aptitude as being more job related then ability. For instance a computer programmer might score highly on a verbal ability test and highly on a programmer aptitude test but not the other way around.


Aptitude tests tend to be job related and have names that include job titles such as the Programmers Aptitude Series (SHL). Ability tests on the other hand are designed to measure the abilities or mental processes that underlie aptitude and are named after them e.g. Spatial Ability - GAT (ASE). We have also mentioned that ability tests can be either general or specific in focus. An ability test such as the General Ability Test (GAT) is made up of four tests of specific ability - numerical ability; verbal ability; non-verbal ability and spatial ability. They can be used separately to assess specific abilities or together to assess general ability. There are tests which measure only general ability such as the Standard Progressive Matrices (which is one of the purest measures of general ability available) and there are tests which only measure specific abilities such as the ACER Mechanical Reasoning Test. You will find with experience that some tests fall into more than one category and that the distinction between the various categories is not always an easy one to define.


Personality Assessment MBTI (Myers Briggs Type Indicator)

Kinetic Potential Explorers are one of the few licensees of MBTI in India

Myers-Briggs Type Indicator (MBTI) is the most widely used personality inventory based on C.G.Jung's theory of Psychological Types. Approximately 2,000,000 people take the MBTI per year. It “helps a person to improve work and personal relationships, increase productivity, and identify leadership and interpersonal communication. It is widely used in schools for career counseling and teachers’ training.


The different type preferences lead to different ways of living and working. They describe different, effective approaches to working and learning styles and methods, managing, leading, coaching and teaching as well as general communication, teamwork, relationships, counseling etc.


Different Types learn more effectively in different ways. Some like and learn through group work, others don't. Some like to get their hands on what's to be learnt, others don't; some learn through discussion, others reading; some are interested in theory, others practice.


The types communicate in different ways. It is important for teachers to understand and use type based strategies to deal with students more effectively. Different types get stressed or stimulated in different ways. Counseling strategies are more effective if type is taken into account, particularly career counseling. Cognitive dissonance often takes many types outside their comfort zone and so they are less effective.


Type preferences are easy to understand, but also contain a lot of depth. The MBTI helps people identify career and /or life paths. The type preferences indicate the skills they're most likely to be able to pick up easily, as well as the occupations that they might be interested in or how they operate within their chosen occupation. Type is also useful in strategizing interviews and helping people appreciate that everyone is not like them and so work, career expectations can be different.


For example: Extraverts tend to predominate in marketing and entrepreneurial spheres, while Introverts predominate in professions such as medicine law, and politics; Intuitives outnumber Sensing people quite comfortably in academic institutions, particularly in post-graduate work, as well as in the arts in general, counseling and consulting. Sensing people predominate in teaching, small business, banking, law enforcement, sports etc., and are often attracted to work in large organizations; People preferring Thinking predominates in management, medicine and most aspects of the law, while people preferring Feeling predominate in counseling and many of the helping professions; People preferring Judging generally predominate in management positions (whatever the organization), teaching, banking and law enforcement, whereas people preferring Perceiving predominate in marketing, entrepreneurial activities and counseling.



We will help students resolve the following questions




Personalized Reports: Our specialized team of professional career counselors prepares individual 10 page report on students’ personality type & careers for that personality type.