Psychometric profiling helps the Recruitment Panel (without prejudice) to make a more informed decision when faced with 2 or 3 excellent but different candidates. The tool can measure the soft skills required, for example “Humble Leadership”. We can measure a candidate’s relationship with status. How authentic they are. Measuring the way an individual communicates, their leadership attributes and how they embrace new ideas, are all pointers that inform and ensure the right candidate fits the key needs of the role and that the right hiring decision is made.
Q. Why use psychometric testing?
A. Some roles need soft skills – by using a mix of two psychometrics we are able to get an overall impression of how well each candidate has developed these are and how they complement the soft skills needed in the role.
Q. How reputable is the Psychometric tool being used?
A. We conduct regular data, norming, run Cronbach’s alpha, use structured equation modelling, sampling and routinely conduct data analysis to provide you with the most validated and accurate assessment products on the market today. We are proud to share this validity with you and with your clients, as it truly differentiates our products in the marketplace — and most importantly provides the best results for people and businesses.
Our research is conducted from a non-discriminatory data pool of millions of individuals, collected over three decades, by are search team incorporating more than 90 years of business ,academic and neurological experience.
We constantly research to provide the best validity. Findings are shared with you through white papers, research updates, webinars and in technical reports. Because of our commitment to research and validity, we have achieved full EOCC and OFCCP compliance.
Q. Why use Psychometric Assessments?
A. Behavioural research suggests that the most effective peopleare those who understand themselves, both their strengths and weaknesses, so they can develop strategies to meet the demands of their environment.
Q. Can the tests be influenced?
A. No, the assessment is timed. It measures two different aspects of what makes you tick – the results are then triangulated and if they don’t fit with each other, we know the individual has tried to influence the results. The best way to represent oneself when completing the test is to answer the questions without “over-thinking” them.
That way we will see an authentic representation of who you really are.
Q. How difficult are the questions?
A. To complete the assessment you are required to put variouslists in YOUR order of preference. It isn’t difficult at all.
Q. What skills do you looking for?
A. personal skills are as important as technical skills inproducing superior performance.
Q what are the personality types that you measure?
A We don’t measure Personality. We measure behavioural preferences.