Psychometric assessments measure job-related traits of applicants to help predict or enhance performance in your business. Find out how psychometric assessments can be included as part of your recruitment process and its investment in your business in the long-term. Don’t waste time recruiting the wrong candidate.
According to a 2011 study, 72% of organisations now use Assessments when hiring executives, compared to 57% in 2010 – (The Aberdeen Group)
Imagine being able to predict how employees are likely to perform.
Imagine being able to predict if they will fit your team and organisation.
How would that affect your recruiting decisions?
What are Psychometric Assessments?
These are instruments designed to gather accurate, dependable and pertinent information about individuals in order to make informed decisions.
Why use Psychometric Assessments for recruiting in organisations?
No recruiter in an organisation knowingly hires a non-performer, yet, they somehow end up on the payroll. In most cases this is because of a lack of reliable information obtained in the screening process.
Each prospective candidate puts his or her best foot forward to secure the job. Job seekers nowadays are exposed to a mass of information- “How do I nail that interview?”, “Top 10 interview questions”, “Dress for success.” How do we, as recruiters, ensure that the right candidate is chosen? The answer is to use an objective, scientific, tried and test method- the Psychometric Assessment.
What are other uses for Psychometric Assessments in organisations?
- Training and Development
- Succession Planning
- Team Building
What do our Psychometric Assessments measure?
- Behavioural preferences at work
- Job suitability
- Attitude and aptitude
- Motives and interests
- Individual strengths and limitations
How are the Assessments administered?
- Pencil and paper in office or at career fairs
How do I choose a service provider?
As the demand for Psychometric Assessments increases, so do the service providers. With a plethora of tools in the market, it is important to make the right choice. Consider the following:
- Application – does this Assessment measure the critical success factors of the job?
- Reliability – are these results dependable?
- Validity – how useful is this assessment to our needs?
- Cost – how much are we willing to invest to ensure an accurate fit?
- User friendly – do we require training to interpret the results?
Psychometric Assessments are a solid start at identifying strengths and developmental areas. If you are looking for behavioural change and maximizing employee potential then consider Coaching and Development.