Psychometric test for teachers to assess required traits of candidates
Psychometric test for teachers is a tool to identify individuals with dark personality traits. By implementing psychometric testing in the education sector, particularly in schools, school management can identify individuals who have core personality features that are aversive.
Availability
Ready to Use
Test Type
Psychometric
Experience Level
All Levels
Difficulty Level
Moderate
Test Duration
30 Minutes
Total Questions
80 Questions
Relevant Job Roles
Teachers and Trainers, Trainers
Scores Reported
English
Inside This Assessment
Mercer | Mettl’s psychometric test for teachers is developed by a team of qualified psychometricians and subject matter experts to measure the dark side of people on six dark traits: opportunism, insensitivity, self-obsession, thrill-seeking, temperamental and impulsiveness. This simple question and answer test focuses on whether such a trait is present at low, moderate or high levels.
The assessment is primarily designed to be used as a screening tool to help school management gain access to otherwise hidden information about prospective school staff, including teachers, administrative and support staff. In addition, the assessment can help the school management ensure the safety of school children.
The assessment can identify individuals who have core personality features that are aversive. These people are well integrated into society, yet their aversive personality characteristics can compromise safety in schools as such individuals tend to engage in antisocial acts.
SKILL LIBRARY
This Assessment is a part of following Skills Libraries
School Safety Competency Framework
Get a detailed look inside the test
Competency Under Scanner
Competencies:
Self-Obsession
Tendency to have an inflated sense of one's own importance accompanied by a fragile self esteem on the inside which makes the person vulnerable to criticism.
Insensitivity
Tendency to be apathetic or indifferent towards others' pain and sufferings.
Temperamental
Tendency to become angry at the slightest provocation and engaging in anger related emotions pervasively and persistently.
Opportunism
Tendency to manipulate others for one' personal benefit.
Impulsiveness
Tendency to act without thinking, displaying behaviour characterized by little or no forethought, reflection, or consideration of the consequences.
Thrill-Seeking
Tendency to seek stimulation with unusual experiences and risky activities. Tendency to avoid safety protocols, rules and regulations of the workplace.
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Frequently Asked Questions (FAQs)
1. What if a person takes a test in a socially desirable manner or manipulates or fakes the responses?
Utmost care has been taken to reduce the probability of individuals trying to present themselves in a socially desirable manner at every stage of the tool development. The following are some of the steps taken:
The item format of the assessment – the ‘semantic differential’ format – was deliberately selected for the purpose of making it hard for candidates to guess the appropriate response and ‘fake’ in order to increase their scores. The items are presented in a format that requires the individual to consciously think about their preferences and then make a choice between two equally ‘desirable’ statements.
Before beginning the assessment, the candidates are provided with information on the format of the assessment and are told to respond to the items according to their first reactions and not to overthink their responses. Guided by research showing the efficacy of ‘instructional warnings’ they are warned against faking and impression management and told that their assessment reports may be considered invalid if they distort their responses in dishonest ways.
The tool identifies certain patterns of responding and indicates in the report, if the candidate has attempted to respond to the assessment in an appropriate or a socially desirable manner.
2. What if the reports generated for the psychometric assessments differ from the actual behavior, attitude or aptitude of the person?
Human behavior is a projection of multiple psychological and environmental factors. So, any psychometric report should not be interpreted as a definitive predictor of a particular type of behavior. These reports should be integrated with all other sources of information in reaching professional decisions about the person. If you find any discrepancy in the reports from actual behavior of the person, always refer to the other environmental, physical and psychological factors driving that behavior. For the best combination of selection tools for your needs (i.e. psychometric assessment, job/functional tests, behavioral interviews, etc.) please reach out to us and our consultants would be happy to assist you.
3. Can we do benchmarking for an organization for a specific role?
It is possible to do so for different job roles for your organization. We follow a scientifically valid benchmarking process. Please write to us and we would be glad to assist.
