Psychology class 12 chapter 9 | Part-4
in this video we will learn about Psychology class 12 chapter 9: Developing Psychological skills
Part 4: Psychological testing skills, interviewing skills
Psychological testing skills
- It involves psychological assessment evaluation and problem solving within individuals and groups, organizations and the community.
- Psychological tests have been devised and are primarily used for the determination and analysis of individual differences in general intelligent, differential amplitudes, educational achievement, vocational fitness, personality, attitudes and various non intellectual characteristics
- They have also been used to study a variety of groups besides making an assessment of a particular individual.
- Psychologists study these differences based on factors like occupation, age, gender, education, culture, etc.
- An attitude of objectivity, scientific orientation and standardized interpretation must be kept in mind while using psychological tests.
Essentials of psychological assessment skills
Psychological assessment is a basic competency required by psychologists, which include knowledge of comprehensive and integrated assessment of persons based on interviewing psychological testing and evaluation of outcomes of psychological services.The skills needed for psychological assessment are as follows:
- Ability to select and implement multiple methods and means of evaluation in ways that are responsive to and respectful of diverse individuals, couples, families and groups.
- Ability to utilize systematic approaches to gather data required for taking decisions.
- Knowledge of psychometric issues and bases of assessment methods.
- Knowledge of issues related to integration of different data sources.
- Ability to formulate and apply diagnosis and to understand stents and limitations of current diagnostic approaches.
- Capacity for effective use of supervision to implement and enhance skills.
Psychological tests are administered strictly based on information given in the manual.The facts required for this purpose are as follows:
- Purpose of the test.
- Target population.
- Type of validation done on the test. It means on what basis it can be said that it measures what it claims to measure.
- The external criteria of validation. It refers to the areas in which it has been found working.
- The reliability indices, which means how much error is possible in the scores of the test.
- The standardization sample, which means when the test was constructed, who was tested.
- Time taken in the administration of the test
- The scoring patterns.
- Norms, which means what kinds are available for the test.
- Influence of any special factors like presence of others or stress.
- Limitations of the test.
Interviewing skills
- An interview is a purposeful conversation between two or more people that follows a basic question and answer format.
- Interviewing is more formal than most other conversations, because it has a preset purpose and uses a focus to structure.There are various kinds of interviews, like face to face interview, information gathering interview, counseling interview, interview on radio, television and research interview.
- Interview format- Once the objectives of the interview are established, the interviewer prepares an interview format, which is a basic format, regardless of the purpose. It is divided into three stages, Opening, body and closing.
Interview format
1.) Opening of the interview
- The opening of the interview involves establishing rapport between two communicators.
- The purpose is to make the interviewee comfortable.
2.) Body of the interview
- It is the heart of the process, which involves the interviewer to ask questions in an attempt to generate information and data that are required for the purpose.
- Sequence of questions- The interviewer prepares a set of questions called a schedule for different domains, which they want to cover. To do this, the interviewer must first decide on the domains under which information is to be generated.
Closing the interview
- The interviewer should summarize what they have been able to gather. The interviewer should give a chance to interviewee to ask questions or offer comments.
Types of interview questions
- Direct questions- They are explicit and require specific information. For example, where did you last work?
- Open-ended questions- They are less direct and specify only the topic. For example, how happy were you with your job on the whole?
- Close- ended questions- They provide response alternatives, narrowing the response variations. For example, do you think knowledge of a product or communication skill is more important for a salesperson?
- Bipolar questions- It is a form of close ended question, which requires a yes or no response. For example, Would you like to work for the company?
- Leading question- It encourages a response in favor of a specific answer. For example, wouldn't you say you are in favor of having officers union in the company?
- Mirror questions- They are intended to get a person to reflect on what they have said and expand on it. For example, you said I work so hard, but I'm unable to get success. Please explain as to why this happens.
Answering interview questions
- If you do not understand the question, ask for clarification.
- Restate the question in your answer.
- Answer one question at a time.
- Try to turn negative questions into positive ones.
in this video we will learn about Psychology class 12 chapter 9: Developing Psychological skills
Part 4: Psychological testing skills, interviewing skills
Psychological testing skills
- It involves psychological assessment evaluation and problem solving within individuals and groups, organizations and the community.
- Psychological tests have been devised and are primarily used for the determination and analysis of individual differences in general intelligent, differential amplitudes, educational achievement, vocational fitness, personality, attitudes and various non intellectual characteristics
- They have also been used to study a variety of groups besides making an assessment of a particular individual.
- Psychologists study these differences based on factors like occupation, age, gender, education, culture, etc.
- An attitude of objectivity, scientific orientation and standardized interpretation must be kept in mind while using psychological tests.
Essentials of psychological assessment skills
Psychological assessment is a basic competency required by psychologists, which include knowledge of comprehensive and integrated assessment of persons based on interviewing psychological testing and evaluation of outcomes of psychological services.The skills needed for psychological assessment are as follows:
- Ability to select and implement multiple methods and means of evaluation in ways that are responsive to and respectful of diverse individuals, couples, families and groups.
- Ability to utilize systematic approaches to gather data required for taking decisions.
- Knowledge of psychometric issues and bases of assessment methods.
- Knowledge of issues related to integration of different data sources.
- Ability to formulate and apply diagnosis and to understand stents and limitations of current diagnostic approaches.
- Capacity for effective use of supervision to implement and enhance skills.
Psychological tests are administered strictly based on information given in the manual.The facts required for this purpose are as follows:
- Purpose of the test.
- Target population.
- Type of validation done on the test. It means on what basis it can be said that it measures what it claims to measure.
- The external criteria of validation. It refers to the areas in which it has been found working.
- The reliability indices, which means how much error is possible in the scores of the test.
- The standardization sample, which means when the test was constructed, who was tested.
- Time taken in the administration of the test
- The scoring patterns.
- Norms, which means what kinds are available for the test.
- Influence of any special factors like presence of others or stress.
- Limitations of the test.
Interviewing skills
- An interview is a purposeful conversation between two or more people that follows a basic question and answer format.
- Interviewing is more formal than most other conversations, because it has a preset purpose and uses a focus to structure.There are various kinds of interviews, like face to face interview, information gathering interview, counseling interview, interview on radio, television and research interview.
- Interview format- Once the objectives of the interview are established, the interviewer prepares an interview format, which is a basic format, regardless of the purpose. It is divided into three stages, Opening, body and closing.
Interview format
1.) Opening of the interview
- The opening of the interview involves establishing rapport between two communicators.
- The purpose is to make the interviewee comfortable.
2.) Body of the interview
- It is the heart of the process, which involves the interviewer to ask questions in an attempt to generate information and data that are required for the purpose.
- Sequence of questions- The interviewer prepares a set of questions called a schedule for different domains, which they want to cover. To do this, the interviewer must first decide on the domains under which information is to be generated.
Closing the interview
- The interviewer should summarize what they have been able to gather. The interviewer should give a chance to interviewee to ask questions or offer comments.
Types of interview questions
- Direct questions- They are explicit and require specific information. For example, where did you last work?
- Open-ended questions- They are less direct and specify only the topic. For example, how happy were you with your job on the whole?
- Close- ended questions- They provide response alternatives, narrowing the response variations. For example, do you think knowledge of a product or communication skill is more important for a salesperson?
- Bipolar questions- It is a form of close ended question, which requires a yes or no response. For example, Would you like to work for the company?
- Leading question- It encourages a response in favor of a specific answer. For example, wouldn't you say you are in favor of having officers union in the company?
- Mirror questions- They are intended to get a person to reflect on what they have said and expand on it. For example, you said I work so hard, but I'm unable to get success. Please explain as to why this happens.
Answering interview questions
- If you do not understand the question, ask for clarification.
- Restate the question in your answer.
- Answer one question at a time.
- Try to turn negative questions into positive ones.
