#online psychometric test

[wheeboxblogs]

Best Hiring Process with Online Psychometric Assessments | Wheebox

Explore Wheebox online psychometric assessments to revolutionize your hiring process. Make informed decisions and effortlessly identify top talent. Get a free demo now. 

[passpsychometriconline]

A logical Aptitude Reasoning Tests that is widely used by corporate employers to help assess candidates during their recruitment process.

If you are going to take your real verbal reasoning test online, then make sure you Pass Online Reasoning Tests on our website i.e. www.passpsychometric.com.

Visit us : https://www.passpsychometric.com/

[fazalkhan2914]

Canada admission consultants:- Anil Khare is a well-known international personality. He is best known as a consultant. Anil Khare helps students with career guidance and academics. If your child is facing problems with academics or is confused with their career, then it's time to call us. https://www.anilkhare.com/service/study-in-canada/

[jerryrodger]

Psychometric Testing Online For Students

Testgrid is an Australian pre-employment assessment and talent development SaaS that combines psychology with data science expertise to empower organisations to accelerate performance, optimise selection, realise talent acquisition results and achieve their goals. Contact us to find out more details.

[oleorg]

What is a Psychometric Test?

[pmapstest5]

Test Before You Cast: Online Voice Assessment

Test Before You Cast: Online Voice Assessment “Oh, that person has such a gentle and friendly English accent!” The HR manager thought while overhearing the two interviewees striking a casual conversation outside the interview hall. Both the applicants were waiting for their HR-rounds after selection through an online psychometric and voice assessment test. While person ‘A’ bid farewell with a clear straightforward accent, person ‘B’ responded with unclear pronunciation “Ah, ‘sore’. All ‘de’ best to you too” followed by an awkward giggle with over-confidence while their turn was forecasted by the secretary. The manager knew it was a hopeless competition for person B this time, but on the other hand he was certain to favor person A’s recruitment.

Both of the candidates were equally qualified and aspired to the position of customer support agent in the developing company. The company was equipped with a voice and accent test tool along with the virtual customer service assessment which ultimately favored the fittest candidate selection. Did the idea of such an evaluation stupefy you? Are you wondering how an English accent and voice delivery be considered as an important factor in choosing candidates for customer support?

Rather try to think of what ‘voice and accent’ does not affect, because it affects basically every conversation your organization has with your clients. Therefore, clarity in speech is the most dominant attribute of a customer service executive. Not just while dealing with the clients, but also while communicating within the team. It is one of the undeniably important components of customer service where communication is the core.

Just imagine, you hire a well-qualified candidate and it turns out the customers are constantly complaining about how they can not decipher that agent and requesting another agent to serve their purpose. This was just a single example of how worse things might develop due to faulty hiring systems.

To discover the best hiring trends for customer service you must visit our blog ‘Decoding Important Facts For A Better Customer Service Orientation!!’. No matter how efficient the candidates are in academics, what matters the most is, are they communicating well with the customers?

In the scenario given above, candidate ‘B’ is certainly aware of what they wish to convey or speak. However, the habitual accent adapted by them restricts to deliver a globally comprehensible English dialect and accent. It might be because of many factors such as limited vocabulary, bad pronunciation habits, faulty grammar, limited exposure, etcetera.

It is a major turn-off for the customers seeking help when your customer care service does not communicate with proper pause, emphasis, and overall fluency. Be it the inquiry, troubleshooting, or any other kind of customer calls, it will all go in vain if the agent is unable to solve. But in order to solve, the agent requires to understand and deliver understandable assurance to the customer on the other end of the call.

It is a necessity to replace the incompetent customer support to increase customer satisfaction towards your forum and products. Unless you are exceptionally lucky to have found customers who patiently communicate their issues regardless of an unappealing accented support agent. Which is almost an idealistic and impossible case for all the kinds of commercial platforms ever established.

You will be introduced to the core causes of English accent disparities such as regional influence of articulation, manner of speech, experience in global communication, and the following consequences of bad voice modulation of customer service agents. To calm your worries, the article will inform you of the various ways of facilitating accent training methods for your support agents. And also, the major takeaway will be entrusting your worries on the Voice and Accent test by PMaps to measure voice quality and ability of a candidate to interact with the customers effectively.

Consequences Of Bad Voice & Accent Procedure

There are many confusions that occur often while speaking English. This is majorly affected by the environment of being brought up and exposure of the individual. For instance, many people confuse P/B sounds, suppose your customer is not audible and the agent wants to convey the message that the network connection is poor. However, the agent ends up pronouncing ‘poor’ as ‘boor’ and this keeps continuing throughout the call. Do you not think the customer will end up being frustrated trying to comprehend?

It is true that when we hear a wrongly accented or voiced statement, we experience an additional cognitive burden to associate and comprehend the statement. And customers do not wish to keep patience while already bothered with queries and problems of their own.

Similarly, the scenario of candidate ‘B’ conversing with candidate ‘A’ outside the interview hall, clearly shows the habit of wrong pronunciation of ‘sure’ as ‘sore’ and ‘the’ as ‘de’. If the company was to hire applicant B, in the very first telephonic conversation with customers they would experience prolonged call times, irritated customers, criticisms and judgements from the straight forward callers.

However, there is a way to fix this problem. Since candidate B was aware of what they have got to convey, a little voice and accent training will help in polishing up the interactive skills.

To Avoid Unsatisfied Customer Encounters

The customer care units mostly attend to the customer queries through telephones. This adds up to the already existing pronunciation errors of the agent, ruining the overall experience of the service. The agents of the customer support sector are expected to be aware of the client’s comfort language and accent.

Whereas on the other hand, an agent with good comprehension and communication skills ensures a good impression of the company on customers. They adapt better to the new vocabularies that are globally understood and hence prevents intercultural communication failure. Below are two most effective ways to avoid consequences of bad voice and accent:

Voice And Accent Training These training are basically provided to reduce the errors in pronunciation and emphasis issues of an individual. It enables the individual to understand and communicate in a globally comprehensible manner. It often includes accent neutralization, understanding of global accent, correction of nasal and throaty pronunciation, and development of basic up-to-date vocabulary.

· Voice Training Voice of a Customer Support Agent matters a lot when it comes to first impression making. It is a well known fact that customers tend to be free and natural with their problems and queries when attended by a pleasant voice. This training concentrates on voice modulation and pitch-tone coordination. In layman terms, it ensures clarity in speech and proper emphasis placement while delivering a statement. A voice test is crucial before determining the intensity of training required.

· Accent Training After voice, what matters the most to the listener is the accent. The accent of an individual gets highly influenced by the first language of the individual, later it is molded by the environmental settings and exposure. The mother tongue influence (MTI) resists the new language learning process. An accent training will therefore attempt to reduce MTI, help the individual get accustomed to phonetics, and proper pronunciation of consonants and vowel sounds.

Filtering Out Candidates It is always better to secure the position with competent customer agents who have self-developed their voice and accent to suit in. Fortunately, a voice accent test can help you determine the level of training required by your existing base of employees. Also, an online voice assessment test will help you in hiring the next generation of customer agents. This will save your time considerably in future, and the impression of customers would remain intact or might grow even better.

What is Voice and Accent Assessment?

A digital voice accent test tool built by psychologists of PMaps to help you evaluate the language proficiency of your candidates. Through this tool, you can assess the written and spoken ability of the candidate to interact effectively with the customers. The online voice assessment test also measures the comprehensive and solutioning skills of the customer support candidate.

Basically it measures the major aspects of language proficiency such as:-

· English grammar– Grammar governs the sensible and appropriate statement forming ability of an individual. A sentence must comprise a subject, verb and object. The rules of grammar must be implemented by the candidate while delivering a statement. This voice test assesses the base of forming sentences with proper usage of punctuation, tenses and article placement.

· Comprehension– A quick association and response of the candidate to the customer holds the key to providing smart support service. Hence, this voice assessment test assesses listening, understanding and responding performance of the candidate through situational, audio or visual questions. Comprehending and extending understandable solutions to the unique problems of a customer makes true CSO executives.

· Fluency– The flow of speech and clarity in delivery is assessed by this test. The pitch and tone of communicating is very important when it comes to dealing with the customers. It creates an impression of the speaker that represents the company. The Customer service executives who are self-aware of the ongoing conversation and know how to offer a confident and friendly solution encourages the customer to feel comfortable and assured while discussing issues or inquiring about the products. The voice accent test will help you find such excellent CSEs!

· Vocabulary– Vocabulary is an essential component of language as it helps in establishing effective communication with the customers. The correct and up-to-date vocabulary will help the candidates deal with modern-day customers. It defines the ability of the individual to interpret the client appropriately. The voice and accent test online section-wise ensures your candidate is accustomed to words used globally at today’s date and if they avoid spelling errors.

· Pronunciation– No matter how effectively you prepare to communicate, it is very important for the CSE to understand the global comprehensible pronunciation in order to convey their thoughts during the conversation with the client. This online voice assessment test evaluates the candidate’s specific habits of articulations, mannerism of speech, and phonemes through audio utterance and recording.

· Behavioral attributes– Most important aspect of an aspiring CSE is a positive behavioral attribute, which comprises empathy and troubleshooting instincts. Therefore, the voice and accent test measures overall behavioral attributes of the candidate by assessing the candidates’ willingness to work, conscientiousness, motivation and emotional maturity. The test is standardized to provide an industrial stimulation to the performer.

A few more components of voice and accent to be considered in interview rounds:-

· Tone of voice– The way candidates speak to someone is assessed through the different layers of questions. This component of language affects the mood of the customer. The candidate applying for the CSO executive position must be able to shift the tone according to the necessity and seriousness of speech. The tone of voice used by customer care agents influences the flow of communication with the caller.

· Cultural sensitivity– The level of cultural sensitivity makes the customer care agent sound more local, which positively affects the customers over call. An ideal CSO executive must quickly adapt to the local pronunciations and communicate comfortably, fluently and most importantly in an error-free manner. This voice accent test online measures the level of sensitivity that helps in preventing cross-cultural miscommunication with clients.

The PMaps voice assessment is a standardized and scientific test valid by license. It is very reliable and interactive due to its digital interface. Also, it is easy to use for the candidates and is simpler for the administrator. The reports obtained are accurate and detailed in nature. The questions structured are accent neutral and globally understood. The application ensures security of individual data through SSL certification and cloud facility.

The voice and accent test barely takes an individual 30 mins to complete in standard custom. However, there is an option for customisation according to the specific needs of the job post. It consists of audio and visual industry based stimulation along with situational aptitude for the candidate. Overall, it evaluates the English communication skills of the candidate.

SUM UP:

The need for availing of modernized platforms and tools to operate organizations is growing unstoppably. Changing trends have taken an express ride with social media intervention. The efficiency of employees with adequate sales competencies will earn customers only when it is administered by advanced evaluating and monitoring tools.

Save your precious time by setting up your goals and criteria with the best competent salespeople from the very base of recruitment. Save a seat on the digital express evaluating critical core sales competencies before your competitors fit in!

– By Pratisrutee Mishra

Team PMapsExpand

[doriantomybasil]

okay so i have always suspected that i was not neurotypical but like i live in eastern europe and i’m a woman, no one is going to diagnose me with asd but i was always curios and then on tiktok i saw this video where they talked about different psychometric tests for autism that are available online on embrace-autism.com and i was like you know what it would be fun to take at least one just to make sure that i actually don’t have asd but bitch i’m crying i’ve only taken the first one yet which is just like a quick assessment to see if you need to be further tested for autism (aq-10 if anyone’s interested) and it says if you score 6 or higher it’s indicative of autism – i scored 8 so i’m gonna take the rest of them too girl i was not expecting this i thought it was only in my head

[incorrect-hs-quotes]

Jade: i hate you job applications i hate you psychometric aptitude testing i hate you CVs i hate you interviews i hate you online forms i hate you never hearing back i hate you cover letters

[my-autism-adhd-blog]

Hi!

I have been wondering if I might be autistic for about a year and a half now but it kind of comes and goes and I've never managed to reach a definitive conclusion as I'll get close and then see something that brings the imposter syndrome back again. I'm thinking about getting an autism assessment but was wondering if you have any advice for self-diagnosing?

Thank you and I hope you have a wonderful day!

Hi there,

There are some online tests you can take if you’d like. Online tests can be unreliable, but I think it’s a good step to figuring out if you’re neurodivergent or not. I’ll list some down below:

RAADS-R Test

I hope these tests helps you figure things out. Thank you for the inbox. I hope you have a wonderful day/night. ❤️

[oleorg]

Psychometric Test

[pmapstest5]

Facts For A Better Customer Service Hiring!! 

Facts For A Better Customer Service Hiring!! 

“Hello! Customer Care, I wanted to…….” And you hear, “For English press 1…. To speak with our customer executive press 9..” and without a second thought you press 9 to speak with a human to resolve your query.

Though we live in a digitalized world, we prefer a humanized talk when it comes to problem solving. As we know, no machine can ever relate to the query we face, the way a human could. But do the people hired by companies always pacify the customer and/or give satisfying solutions? Or do they just receive the calls and keep repeating the rote-learnt responses rather than justifying your query.

It becomes a big responsibility for service organization firms to serve their customer effectively while hiring employees with predisposition to serve customers. This is where “Customer Service Orientation Assessment” comes into picture – a scientifically validated psychometric assessment by PMaps. PMaps, that enables you to identify, measure and evaluate ‘human’ values in your customer-care staff for delivering higher quality customer service.

PMaps’ Customer Service Orientation Assessment (herein referred as PMaps’ CSO) was fundamentally developed to meet the company’s principle “Better Hiring” that is, providing best fitment to the organizations for various roles using scientifically-developed Psychometric models. Hence PMaps’ CSO Assessment guides various industries providing customer service in recruiting candidates having high inclination or orientation towards customer service and values, to serve best to their customers.

The PMaps’ CSO Assessment is built using three broad scales namely Helpfulness, Self control and Task Orientation using scientific approach. The test has been validated through various experts like Psychologists, academicians and corporate HR professionals. It is not just a typical question-answer format based assessment. The PMaps’ CSO Assessment has been constructed using rich content like pictures and audio based questions related to various day- to-day situations, making the assessment wide-ranging. It also provides both intra-organization and inter-organization benchmarks as per the expectations and culture of the company and the industry it serves.

Despite being a behavioral assessment, PMaps’ CSO has always been paired with various cognitive tests as per the organization’s prospect to analyze ability of the candidate parallel to it. The CSO Assessment has shown incredible high inter-correlation with various demographic variables, cognitive skills and behavioral traits.

In a recent research conducted by PMaps at multiple companies spread across India, a positive relationship was observed between PMaps’ CSO Assessment and candidate’s Quality score. According to our research and findings of predictive analysis, it was found that candidates who scored higher in PMaps’ CSO Assessment, were able to bring their skills on board, showing high Quality score. Quality scores are scores given by quality team or Managers that monitors and identify problems, maintain quality standards based upon various facets like call opening, empathy, attendance, etc.; improve the customer experience and provides feedbacks to improve agent, call center and departmental performance. In the same research, PMaps’ CSO also showed positive relationship with Average Call Handling Time. That is the PMaps’ CSO passed candidates were able to empathize well with the customers as well resolve their query to the earliest. Hence, it was proved that a single variable alone cannot distinguish between highly and poorly efficient members. But, it could for sure increase the probability of hiring efficient candidates than poor candidate through none other than PMaps’ CSO Assessment as it provides you with a systematic and scientific approach for hiring.

Professional hiring has become the need of the hour in today’s competitive world and so sound hiring policy based on scientific tools will play a big role for service organization to compete in commoditized world. Hence the only solution would be PMaps’ Customer Service Orientation Assessment – a better hiring tool for every firm that aims to serve their customer the best.

– Sonali (Team – PMaps)

To know more about our offerings do write us back at support@pmaps.in / visit us at www.pmapstest.com

[claudiosuenaga]

Book Release: The Reliability of UFO Witness Testimony (With a Chapter by Cláudio Tsuyoshi Suenaga)

V.J. Ballester-Olmos & Richard W. Heiden (Eds.)

For 76 years, casual observers around the world have reported sightings of aerial phenomena unexplainable to them. More elaborate personal experiences have been reported by others whose testimony speak of close interactions with fantastic flying machines that land, from which strange beings descend, and even kidnap the onlookers. In the absence of compelling physical evidence of the reality of these narrations, how should science study immaterial observations and test these claims? The very standard of reputable witness reliability is at stake here.

The Reliability of UFO Witness Testimony is the first major book to comprehensively focus on the discussion and current views on problems and challenges posed by the reliability of UFO testimonies. This is a cross-disciplinary compendium of papers by 60 authors from 14 different countries. They are specialists in social, physical, and biological sciences, including psychology (predominantly) as well as psychiatry, sociology, anthropology, history, philosophy, folklore, religion, journalism, engineering, computing, medicine, education, analysts with experience in the critical study of UFO perceivers, and other professionals. This volume shares thematically convergent ideas about the plausibility of alternate explanations for an alleged close-range UFO phenomenon.

The 57 chapters in this book are divided into seven section headings: Case Studies, Psychological Perspectives, On Witness Testimony, Empirical Research, Anthropological Approach, Metrics and Scaling, and Epistemological Issues. There, the subject matter is analyzed from statistical work to clinical assessment, psychometrics, comparative and evaluation inquiry, and other topic perspectives.

Some extracts from the Foreword, written by Dr. Leonard S. Newman, Professor of Psychology at Syracuse University:

"The contributors to this book include some very smart people. There are all sorts of issues to which they could be devoting their intellectual energy, and all sorts of scholarly and research contributions they could make. They don’t have to write thoughtful and rigorous chapters for a book called The Reliability of UFO Witness Testimony, but this is what they have done. And so, the work continues, as attested to by the papers in this volume. I’m not sure if there exists any collection of papers on any topic that can claim to comprehensively summarize everything that is currently known about it. But this one comes pretty close."

This 711-page book has been released online in the Academia.edu portal, from where it can be downloaded for free:

Simultaneously, UPIAR Publishing House (Turin, Italy) has published two softcover, A4 format print editions, one in black & white, another in full color (ISBN: 9791281441002). The book can be purchased through this link:

Four outstanding academics have provided praise notes to this volume. This is what they said:

Elizabeth Loftus, Ph.D., Distinguished Professor of Psychology at the University of California, Irvine, USA:

"When ordinary citizens claim to have extraterrestrial encounters, such as seeing UFOs or meeting with alien beings, what should we think? Did the alien abduction really happen or was it a hoax? Is someone deliberately lying? Are they false memories? Readers will be enthralled by the fascinating case histories that are presented in The Reliability of UFO Witness Testimony*, a volume where sixty experts examine these issues with depth and insight. These cases teach us a great deal about how humans come to believe they have experienced bizarre events that may have never occurred at all."

Steven Jay Lynn, Ph.D., Distinguished Professor of Psychology, Binghamton University (SUNY), USA:

"This captivating book will appeal to anyone interested in UFOs (and who isn’t?), the vagaries of memory, eyewitness perception and misperception, critical analysis of puzzling phenomena, and evaluating scientific vs. pseudoscientific claims. This volume ranks in the elite category of essential reading for students, scientists, and the seriously curious among us, and therefore has my highest recommendation. Bravo!"

Henry Otgaar, Ph.D., Professor of Legal Psychology, Maastricht University, the Netherlands, and Leuven Catholic University, Belgium:

"Claims of UFO sightings and experiences continue to fascinate us. This book has collected a unique and diverse set of case studies and critical articles on how such experiences unfold and what the authenticity of these claims is. The collection of these different articles is truly groundbreaking and is the first-ever complete assemblage concerning the validity of UFO testimony."

Benjamin E. Zeller, Ph.D., Professor and Chair of Religion, Lake Forest College, Illinois, USA:

"In referring to extraterrestrial contact, Carl Sagan said that extraordinary claims require extraordinary evidence. This fine book seeks to contextualize what such evidence entails. Its contributors analyze UFO sightings and cases both famous and obscure, recent and historical, and quite international in scope. They draw from an impressive range of methodological, academic, and scientific perspectives, and consider such topics as the nature of cognition, memory, types of belief and testimony, psychology, and the rationality of belief. Skeptics, believers, and scholars of ufology will all find this book fascinating!"

For additional information please contact:

UPIAR Publisher: info@upiar.com

Editor: V.J. Ballester-Olmos, ballesterolmos@yahoo.es

The Objectivity of Witnesses and the Subjectivity of Testemonies

Cláudio Tsuyoshi Suenaga

I had the honor of being one of the select few invited by the distinguished Vicente-Juan Ballester Olmos, one of the organizers and editors of this impressive scientific-academic book, together with the equally distinguished Richard W. Heiden, to write a paper on the "reliability of the testimony of witnesses of UFOs", a crucial aspect of ufological research, since, in the absence of material evidence of the phenomenon, this is the primary source we deal with, the "raw material", so to speak, to permeate our analyses, even more so for those who not only deals with "second-hand" reports, but gathers them directly from the witnesses themselves, in sometimes harsh and hostile field conditions.

In my contribution entitled "The Objectivity of Witnesses and the Subjectivity of Testimonies", I carried out a critical analysis of the general reference base of the UFO problem, the testimony, seen as a cultural source authentic and indisputable, but which presents serious distortions. One of the main points questioned by me was the exact value of the testimonies, which form the basis of the reports and, therefore, of the UFO phenomenon. I tried to give an adequate scientific treatment to these data and factors relegated to the background by ufologists: the subjective observational parameters, the perceptive aspects, the language and the historical-cultural context of the witness and the psychosociological variables, that is, everything that was disparagingly called "background noise", the "sociological reject" despised in detriment of the "signal".

Consult and keep close at hand, therefore, this, the first major book to comprehensively focus on the discussion and current views on problems and challenges posed by the reliability of UFO testimonies. A cross-disciplinary compendium of papers by 60 authors from 14 different countries.

(large format, 711 pages)

You can download the full 711-page book on my Patreon:

[edmundodiazz]

psychiatrist vs psychologist vs therapist

A question for Americans (and others if someone else wants to chime in).

So recently I became very curious about the distinction of these professions in the US (and around the world, as well, but the media I've been consuming has been, for the most part, American).

I keep hearing these words used interchangeably, and I began to wonder if maybe it wasn't always necessarily as much as lack of knowledge as, perhaps, differences in culture and education.

(Tbh I wasn't aware of all the nuances myself, so to explain the differences in a most comprehensive way I've searched for online acrticles that could explain it better, so the definitions below are translated (and sometimes also edited) paragraphs of online articles and not my own words.)

A psychiatrist is a medical doctor. To become a psychiatrist, you must gain a medical degree (after six years of study at the university) and then undergo an additional five years of internship in the field of psychiatry (similarily to any other medical doctor such as surgeon, endocrinologist, gynecologist etc.)

The specialization lasts about five years and includes theoretical classes and an internship in a designated medical facility. Only after finishing those additional five years of study can a medical graduate obtain the right to practice as a psychiatrist.

A psychiatrist is, therefore, primarily a physician who can work in medical facilities - treating patients with mental disorders and diseases. He also has, unlike a psychologist, the ability to prescribe medication to patients for the disorders they suffer from, as well as order a blood test or some other additional medical examinations.

A psychologist, on the other hand, is a person with a master's degree in psychology (the education lasts for five years). A psychologist, however, doesn't deal only with diseases and mental disorders but can also provide psychological support in difficult moments of life, career counseling and similar areas.

Not every psychologist works at their own office or provides consultations. There are psychologists who recruit employees or conduct training. There are psychologists who deal with psychometrics (development of psychological tests), scientific work, consumer research, etc.

Unfortunately, the profession of a psychologist in Poland has not yet been properly regulated or controlled (as is the case with doctors). Therefore, there are abuses by people who have completed postgraduate studies or courses in psychology in the title and call themselves psychologists despite the lack of five-year master's studies.

There is also somone called a clinical psychologist who has attained the master's degree in psychology and then completed an additional four-year specialization in psychology. They have more practical experience in the diagnosis and treatment of mental disorders. Clinical psychology is a discipline applied to healthcare. A clinical psychologist is a master of psychology with competencies in the field of specialization in the clinical psychology of adults, children and adolescents.

A psychotherapist is a person who has completed higher education and, in addition, a minimum of four years of psychotherapy training. Psychotherapists are most often psychologists, but they can also be doctors, midwives, nurses, sociologists or educators. To some extent, their competences overlap with those of a clinical psychologist. There are several leading schools of psychotherapy, which means that the training of a psychotherapist may emphasize various elements of the functioning of the psyche. Training in psychotherapy is long and very expensive.

(It should be noted that a psychiatrist, like a psychologist, is not licensed to conduct psychotherapy, unless they have completed postgraduate training in psychotherapy. A psychiatrist deals primarily with the diagnosis, prevention and treatment of mental illness.)

A therapist is an oft confused and overused word. Many may call themselves a therapist because they have completed one-year postgraduate studies in, for example, behavioral therapy for children with autism. Still others have master's degrees in pedagogical therapy with children with dyslexia. For others, completing a weekend-long therapy course is enough to call themselves a therapist. There are also occupational therapists working, for example, with children with disabilities. A therapist does not have to be a psychotherapist or even a psychologist.

Again, I wasn't aware of everything that has been said here, though I think it is safe to say that most people in my country (or at least the people I've come into contact with) do distinguish the major diferrences between a psychiatrist and a psychologist.

I wrote this post because, like I said before, I was often confused by the their perception in (mostly, I'd imagine) American media (tv shows, movies, books, online videos and articles, blogs and fanfics.) I'm curious, does the education look similiar in other countries? How easy/hard is it to study in those fields?

(I know I could search for the answers on the Internet but I guess I'd like to try a more social approach of asking actual people first).

(Sources for the articles can be found here, here, and here.)

[seodigitalexpert]

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