The Inception:
Combined with the power of staffing, Ma Foi’s expertise in the areas of testing
and assessment imparts a visible value-addition. This is achieved through well-researched,
standardized, and renowned tests that assess one's personality and behavioral styles.
Advantages of Ma Foi's innovative testing service
- Usage of world-renowned and highly standardized tests.
- Tests designed specially to cater to the unique and varied requirements of clients.
- Expert advice offered by our professional counselors.
- Easy access to tests through online test administration.
- Training offered in Psychometric services.
Ma Foi is the sole copyright holder and distributor for some of the world-renowned
tests in India owing to our strategic alliance with the Institute for Personality
and Ability Testing (IPAT - The Wholly owned subsidiary of Oxford Psychologist Press,
UK), USA.
Ma Foi conducts the following tests:
- Sixteen Personality Factor Test (16PF).
- 16PF SELECT.
- Executive Profile Survey (EPS).
- Comprehensive Abilities Battery (CAB).
- Myers-Briggs Type Indicator (MBTI).
- Fundamental Interpersonal Orientation Behavior (FIRO-B).
- Differential Aptitude Test (DAT).
- Raven's Progressive Matrix and Belbin Team Analysis.
The need for Personality tests
Organizations today face entirely different challenges compared to the past. There
is an increasing awareness to understand an individual's dominant patterns of behavior,
particularly in relation to people and in groups. A person’s performance in a job
depends on his/her individual ability and personality. When used in combination
with other measures and assessments, a personality profile offers a valuable insight
into an individual's style of behavior and how they interact with other people.
This will benefit the employee as much as the employer.
Personal Interviews as a tool for selection and internal sourcing are popular but
have their own disadvantages as listed below:
- Short supply of interviewers trained in the art of conducting an interview.
- No or little preparation in advance by the interviewer.
- Process is often directed more by Interviewer’s confidence in his judgment of people
and less by the interviewer's ability. Tendency of interviewers to play the role
of psychologists.
- Insufficient time invested in the process to look for evidence and consistent patterns
of behavior.
- Assumptions are made on how a candidate is likely to behave based on limited data
about the candidate. Interviewer's own worldly wisdom, views, biases, and prejudices
(personal stances) affect his/her judgment.
- Focusing on what a candidate ‘knows’ and almost excluding a good probe on ‘what’
a candidate has done and ‘how’, the nature of his interfaces with others and the
world at large, etc.
Research has demonstrated that an individual's values, motives, traits, and other
components which constitute the core of his or her personality have a more enduring
influence on the patterns of behavior displayed. Assessment tools developed by experts
to profile aspects of personality are time-saving; cost-effective; and provide a
reliable basis for data generation about individuals. It is highly recommended to
opt for professional help in the absence of relevant training to interpret the test
results.