PROJECT IN

GENERAL

PSYCHOLOGY
(TYPES OF PSYCHOLOGICAL TEST)

SUBMITTED TO: Prof.Hanzen Reyes

SUBMITTED BY: Ann Claire Quiton

COURSE & SECTION: BSPsychology/ 1-Psy 1

CLINICAL INTERVIEWS

A clinical interview is a tool that helps physicians, psychologists and researchers make an
accurate diagnosis of a variety of mental illnesses, such as obsessive-compulsive disorder
(OCD). There are two common types: Structured clinical
interviews andclinical diagnostic interviews.

EXAMPLES:
1.) INTAKE INTERVIEW are the most common type of interview in clinical psychology. They
occur when a client first comes to seek help from a clinician. The intake interview is important
in clinical psychology because it is the first interaction that occurs between the client and the
clinician.
2.) MENTAL STATUS INTERVIEW the Mental Status Exam (MSE) is the psychological
equivalent of a physical exam that describes the mental state and behaviors of the person
being seen. It includes both objective observations of the clinician and subjective descriptions
given by the patient.
PERSONALITY TESTS

A personality test is a questionnaire or other standardized instrument designed to reveal

aspects of an individual's character or psychological makeup. The first personality tests were
developed in the 1920s and were intended to ease the process of personnel selection,
particularly in the armed forces.
EXAMPLES:
1.) Statement-based personality test questions
The most common type of personality test questions is statement-based ones. In this type of question, you receive a
list of statements and are asked to state the extent to which you agree or disagree with each statement. For example,
you might receive the following statement: I am confident that work accidents won't happen to me. You will then be
asked to state the extent to which you agree with this statement on a scale of 1 to 5, where 1 is strongly disagree,
and 5 is strongly agree.

2.) Forced-choice personality test questions

This type of personality test question is somewhat less common than the statement-based one. However, it is used
by some multinational test developers, such as SHL. In this type of question, you receive a list of 3 or 4 adjectives or
statements. You are then asked to rank them from the one that is the most like you to the one that is the least like
you. For example, you might receive the following 3 adjectives: friendly, careful and responsible. The challenge of
this type of question is that sometimes all adjectives are equally desirable for the job you are applying for.
3.) Open-ended personality test questions
This type of personality test question is less common, but it still important to be aware of it in case your personality
test has such questions. In this type, you will have a list of open personality-based questions trying to measure your
tendencies and preferences based on your written response. For example, you could be asked : If I were to ask
some of your good friends, how would they describe your social skills?
INTELLIGENCE TESTS
Intelligence tests (IQ tests) are designed to give an intelligence quotient derived from a set of
standardized test scores.

EXAMPLES:
1.) Woodcock Johnson III Tests of Cognitive Abilities
Age range: 290+ years
How it works: Kids are given a series of tests on a number of topics. These include verbal
comprehension, spatial relations and visual-auditory learning. The tests can take 60 to 90
minutes.

2.) Differential Ability Scales (DAS-II)

Age range: 2.617.11 years
How it works: Twenty subtests look at problem-solving skills in a number of areas. There
are lots of visual cues, such as pictures. And children can often respond to prompts by
pointing to an answer.
3.) Stanford-Binet Intelligence Scale
Age range: 285+ years
How it works: This test assesses abilities in five basic areas. These include fluid
reasoning, knowledge, quantitative reasoning, visual-spatial processing and working
memory.
APTITUDE TESTS
An aptitude test, by definition, is any type of assessment that evaluates the talent/ability/potential
to perform a certain task, with no prior knowledge and/or training. To simplify this aptitude test
definition, think about the following examples: a true/false/cannot say verbal reasoning test
could help a legal firm evaluate the ability of a lawyer to draw conclusions from legal
documents. A concentration test could help a rail operator evaluate a driver's ability to keep
focused while being involved in the monotonous work of driving a train.

EXAMPLES:
1.) NUMERICAL REASONING TEST-These numerical reasoning tests contain
questions that test your knowledge of Ratios, Percentage Increase/Decrease, Cost and
Sales Analysis, Rates and Trends, and Currency Conversions. Use a calculator.

2.) VERBAL REASONING TEST is the ability to comprehend and reason using concepts
expressed through words. A verbal reasoning test is a form of aptitude test used by
interviewers to find out how well a candidate can assess verbal logic, and how successfully
they can extract the correct meaning from complex written information. In most cases, the
questions will be limited to a passage of text that you must analyse in order to state whether
a given statement is true or false in relation to that passage, or whether you cannot say.
3,) DIAGRAMATIC REASONING TEST (also known as logical reasoning or inductive
reasoning questions) are designed to assess your logical reasoning ability. They consist of multiple
choice questions and are administered under exam conditions.
Many of the aptitude tests that you will face during the job selection process will contain questions of
this type. These questions may either be integrated into a test along with verbal
reasoning and numerical reasoning questions, or they may be presented as a
separate diagrammatic reasoning test paper.
The aptitudes measured by questions that use words and numbers can easily be related to real jobs,
which invariably require some degree of literacy and numeracy. Questions which use figures and
diagrams seem to have very little application to regular professions and yet these types of question
appear in most graduate and management aptitude tests. This is because evidence from psychology
shows that this type of pure reasoning question is less dependent on your educational and cultural
background than either verbal or numerical questions.
NEUROPSYCHOLOGICAL TESTS
Are specifically designed tasks used to measure a psychological function known to be linked to
a particular brain structure or pathway.Tests are used for research into brain function and in a
clinical setting for the diagnosis of deficits.

EXAMPLES:
1.) INTELLECTUAL FUNCTIONING-Borderline intellectual functioning, also called borderline
mental disability, is a categorization of intelligence wherein a person has below average
cognitive ability (generally an IQ of 7085), but the deficit is not as severe
as intellectual disability (below 70). It is sometimes called below average IQ (BAIQ).

2.) ACADEMIC ACHIEVEMENT or (academic)- performance is the extent to which a student,

teacher or institution has achieved their short or long-term educational goals.
3.) LANGUAGE PROCESSING- refers to the way humans use words to communicate ideas
and feelings, and how such communications are processed and understood. Thus it is how the
brain creates and understandslanguage.