Psychometric Testing Services - Conducted Online
Psychometric Testing: Evaluation and Assessment Adding Value to your Recruitment Processes
Psychometric assessment testing ( Personality Profiling ) is becoming an increasingly important part of an organisation’s HR tool-kit and has now achieved mainstream acceptance. More than ever, businesses are under increasing pressure to recruit and retain the best people. Psychometric assessment is a valuable tool that can provide objective, fair and quantifiable data to assist an organisation make the right hiring decision and appoint the right people. Once on board, this information can support the on-going development of staff.
What are Psychometric Assessments
Psychometric assessment is a form of testing that measures different aspects of human behaviour or psychological attributes. The key element that sets a psychometric test apart from all other tests is the high degree of standardisation associated with the administration, scoring, and interpretation of the test.
Why use psychometric testing
Psychometric tests supply additional information that can help reduce the risk associated with making a hiring decision. A reasoning test for example can help to identify an applicant who can think quickly on their feet or pick up new learning with speed, information that is not easily gleaned from a resume alone.
What are the most common psychometric tests
Frequently used psychometric tests can be grouped into three main categories measuring interests and personality, ability and motivation. Ability assessments aim to gauge a candidates general mental ability and more specific job-related abilities such as technical aptitude. Personality questionnaires determine an individuals typical way of behaving, thinking, feeling or perceiving in particular situations. Tests of interests, motivation and attitudes evaluate more specific aspects of a persons style and approach to life.
What are the benefits to the organisation
In almost all cases, studies relating psychometric assessment with job performance have shown that when appropriate tests are used, an organization can significantly improve their chances of selecting the best performing person for the job. This knowledge can reduce the costs associated with training (and re-training), poor performance, turnover and personal grievances. Individual strengths and weaknesses identified by the assessments can also help to distinguish between applicants with management potential and those who would benefit from further training.
What are the benefits to the individual
Not everyone excels in an interview situation or feels comfortable discussing their relevant strengths or areas of development. By complementing the interview with a psychometric assessment, each candidate is given an equal opportunity to demonstrate their skills and potential. Providing each candidate with feedback on their assessment outcomes can also provide them with the knowledge to guide their own on-going development.
What should I look for when selecting one psychometric test over another
All psychometric tests should be supported by evidence of reliability and validity and information about the test’s relevance to specific occupational groups. High levels of reliability show that a test is consistent over people and over time. High levels of validity indicate that the test is measuring what it claims to measure. A best practice test provider should be able to provide statistics on reliability and validity, as well as an explanation of what the statistics mean.
What is psychometric testing best practice
Guidelines supporting the use of assessment testing by the New Zealand Psychological Society stipulate that a candidate must consent to testing, with all administration and interpretation of tests conducted only by people who hold the necessary qualifications. Post-testing, all results must be kept in a secure and confidential location, should not be disclosed to any unauthorised person or be used for a purpose for which they were not designed.
Personality profiling is a cost effective, credible and objective approach to strengthening an employment decision and developing individual potential. Used in conjunction with a full range of recruitment tools, psychometric assessment can add a valuable edge to your recruitment choices and to your ongoing management of the individual.
Toni Henderson is an accredited administrator of the highly regarded 'Genesys' suite of psychometric assessments which are so valuable in predicting behaviours and the likelihood or otherwise of success of an individual