The projective techniques refer to a personality test that is psychological in nature and reflects the responses from an individual after viewing a set of images, words or ambiguous scenes.
In today’s global market, it is important that each business environment has the ability to correctly assess their workforce. Although there are multiple assessment tests, each of them have their benefits and disadvantages. But a projective test includes a behavioural interview that comes in use at work.
A projective test is a personality test that is conducted for understanding a person’s hidden psychological thoughts. The responses may be presumptions or assumptions that humans have in their conscious or unconscious mind. The test is non-verbal and the test results reflect on the individual’s spontaneous reaction and the real-time thought process of the person. That helps highlight the person’s reaction, behaviour and attitude.
Developed by a Swiss psychiatrist, Hermann Rorschach in 1921, the most popular and frequently used test is Rorschach inkblot test. It is a projective test that requires highly skilled and trained interviewers and expert interpreters for analysis. The test checks and analyses based on how the person sees the plotted symmetrical ink blots. For example – If the respondent sees a fearful image, then he may be suffering from paranoia.
The results can help experts change a person’s behaviour and guide him on taking a positive attitude towards fearful situations.
The applications designed and created at Cengrow, a consulting firm helps organisations make sensible decisions when it comes to recruiting the right talent, getting relevant information or data of its employees from past and current and optimally utilizing the talented workforce to do better. Cengrow does it by implementing tailor made solutions including competency mapping, personality assessment, psychomotor testing and other assessment tools.
Competency based Interviews are More Responsive and Better Structured
Normal interviews are conversation based, where questions are random and may have a ‘yes’ or ‘no’ response, whereas; a competency based interview aims at testing one of more skills or individual’s competencies. They are more systematic and help explore the person’s behaviour in specific circumstances by asking them to back their answers with relevant examples or life based situations. It could need one to describe a scenario like dealing with a conflict at work or how one would react if faced with a real-life situation. Such questions test an individual’s psychological sense of response and help employer’s gain insight on how they think and may react if placed in similar situations both at work or elsewhere.
Competency based interview consists of a personality test too, that helps understand how an employee or a new candidate will demonstrate at work. Undergoing the test will reflect his ability to be adaptable, sensitive to others, lead the team as a mentor, influence communication and being resilient. Knowing all these traits beforehand, would benefit employers in making the right decision on selecting and recruiting their workforce.
Cengrow has developed a whole range of assessments that evaluates and analyse business challenges. They provide companies, a seamlessly integrated assessment platform that may be a knowledge test, a technical skill test or a competency mapping assessment tool to help identify, select, develop and retain the best talents within the organisation.