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Psychometric Assessment

We are accredited to use a wide range of assessment tools which can be combined as required to help you select the right people for your business.

We can:

  • help you define the key criteria you want your employees to possess
  • advise you on the best assessment options for your needs
  • manage the administration of the tests for you
  • brief candidates on the process for you
  • provide pre-interview guidance to you in the form of suggested interview questions
  • provide personal feedback to candidates
  • provide feedback to you regarding each candidate
  • provide you with a greater understanding of the strengths and development needs of your people

We are qualified to use:

SHL's Occupational Personality Questionnaire   

 

  info 

Saville Consulting's WAVE Personal Styles  

   Sample Report  

  info 

Thomas International's DISC

   Sample Report

  info 

BarOn EQ-i Emotional Intelligence Questionnaire  

   Sample Report  

  info 

 

 

 

 

 

 

Psychometric assessment is an easy, cost-effective way to improve the objectivity of your selection decisions and therefore the quality of your decisions. You can be more certain that the people you select will be more likely to perform at a high level.

When used to support development, profiling increases someone’s self-awareness of their strengths and areas for development. As such it increases their level of buy-in to any changes they may need to make.

Having the right person in the job is critical for any business. You make all other business decisions using objective data so why not use it to make decisions on who to employ or where to spend money on training and development?

Psychometric assessment is basically psychological testing or profiling of people to give you an idea of how they operate at work. There are different types of tools that can be used falling into the following categories:

  1. ability tests – measure how good someone is at a particular skill e.g. numerical reasoning. The test compares the person against other people to produce a score.
  2. personality tests – provide an insight into someone’s personality
  3. behavioural style inventories – provide an insight into how someone might operate at work e.g. influencing style, leadership style.

You might use psychometrics in two ways:

  1. to support the interview process
  2. to support someone’s development

Interviews have been shown to be extremely poor predictors of someone’s future performance - you may as well flip a coin! The graph below shows a summary of this research.

 (click to enlarge)

However, they can be improved by:

  • making them structured (thinking about the criteria you are looking for and assessing all candidates against this during the interview)
  • combining them with other selection methods such as psychometrics