Why Use Psychometric Assessments?
Employers who want to hire right the first time add psychometric assessment to their selection process for executives who represent high cost to company. They also use psychometric assessments for talent management, employee development and succession planning. Psychometric testing ensures that the right individual is selected for the role by assessing their ability, values, personality, and behavioral styles. Psychometric testing leads to informed staffing decisions based on objective information about a candidate’s prior exposure, current and potential ability, and likely future behavior given a particular set of circumstances.
1. Assessments identify top performers
Psychometric assessments help to identify twice as many high performing candidates, compared to unstructured interviews and other methods. High performing employees produce around 40% more revenue than average employees. Psychometric testing provides vital information about candidates when assessing their suitability for specific roles, and accurately predicts future performance in terms of cognitive ability, personality, values and integrity.
2. Tests screen and flag unsuitable candidates
Tests are used to assess the skills of the individual whilst revealing pertinent hidden traits. Tests can also uncover candidates who are, for example, over-qualified for the role, flagging that they could became de-motivated at a quicker rate than a candidate who is perfectly qualified, but who still has scope for development. Testing high-lights personal, social or cultural difficulties. Staff selection and recruitment represents a significant investment, and tests help to protect this investment by taking away the guesswork, limiting the risk of ‘hit and miss’, and instead, delivering only the most suitable candidates.
3. Assessments facilitate an efficient selection process
Psychometric data represent a good framework for conducting effective interviews and enables a quick and efficient selection process. Testing provides insight into a candidate’s ability, skills and personality before they join an organization and thereafter, for succession planning and talent management. In addition, testing high-lights developmental needs to optimize a candidate’s performance over time. Assessments are scored, so results are available quickly and reliably, without any personal bias.
4. No duping
An important benefit of using psychometric testing is that the results generated provide an accurate summary of a candidate’s skills and abilities. The format and scientific nature of the tests also mean that results are very difficult to ‘dupe’ or ‘fake’.
5. Fair selection
In contrast to interviews, the structure of tests stays exactly the same, meaning that everyone goes experiences the selection process consistently and in a very similar manner. This consistency is beneficial as all candidates are treated fairly and the tests examine their true skills and abilities, rather than what they claim to be capable of. Assessments are standardized, and therefore all candidates are treated equally and fairly - compared similar norm groups. Candidates who have good ‘interview skills’ are not unduly advantaged. Assessments are proven to work better than interviews alone, meaning that less emphasis is placed on the skill of the interviewer.
6. Consistency
Along with the benefits of accuracy and transparency, the results generated by psychometric test are ideal for bench marking. Results show not only how the candidates compare to one another, but also indicate how the candidates compare to the role definition, promoting consistent evaluation. Assessments make for easy short-listing of candidates.
7. Optimum fit and assimilation
Psychometric Tests help to identify candidates who optimally suit the organization’s needs, resulting in employees who are able to effectively assimilate with the organization, and in turn provide workplace stability, and shareholder satisfaction. Psychometric assessments enable an individual's potential to be gauged, rather than focusing only on skills that they have acquired. Assessments predict how an employee will behave in a specific environment, facing challenges unique to the employer’s organization.
8. Regulatory Compliance
Ensure that all job seekers enjoy the protection of The Employment Act and the Constitution. Avoid costly litigation by disgruntled employees and would-be employees.
Contact us on +27 83 326 6401| fax 0865744858 |
This site and its contents © 2013 Psychometric Dynamics. All rights reserved.
1. Assessments identify top performers
Psychometric assessments help to identify twice as many high performing candidates, compared to unstructured interviews and other methods. High performing employees produce around 40% more revenue than average employees. Psychometric testing provides vital information about candidates when assessing their suitability for specific roles, and accurately predicts future performance in terms of cognitive ability, personality, values and integrity.
2. Tests screen and flag unsuitable candidates
Tests are used to assess the skills of the individual whilst revealing pertinent hidden traits. Tests can also uncover candidates who are, for example, over-qualified for the role, flagging that they could became de-motivated at a quicker rate than a candidate who is perfectly qualified, but who still has scope for development. Testing high-lights personal, social or cultural difficulties. Staff selection and recruitment represents a significant investment, and tests help to protect this investment by taking away the guesswork, limiting the risk of ‘hit and miss’, and instead, delivering only the most suitable candidates.
3. Assessments facilitate an efficient selection process
Psychometric data represent a good framework for conducting effective interviews and enables a quick and efficient selection process. Testing provides insight into a candidate’s ability, skills and personality before they join an organization and thereafter, for succession planning and talent management. In addition, testing high-lights developmental needs to optimize a candidate’s performance over time. Assessments are scored, so results are available quickly and reliably, without any personal bias.
4. No duping
An important benefit of using psychometric testing is that the results generated provide an accurate summary of a candidate’s skills and abilities. The format and scientific nature of the tests also mean that results are very difficult to ‘dupe’ or ‘fake’.
5. Fair selection
In contrast to interviews, the structure of tests stays exactly the same, meaning that everyone goes experiences the selection process consistently and in a very similar manner. This consistency is beneficial as all candidates are treated fairly and the tests examine their true skills and abilities, rather than what they claim to be capable of. Assessments are standardized, and therefore all candidates are treated equally and fairly - compared similar norm groups. Candidates who have good ‘interview skills’ are not unduly advantaged. Assessments are proven to work better than interviews alone, meaning that less emphasis is placed on the skill of the interviewer.
6. Consistency
Along with the benefits of accuracy and transparency, the results generated by psychometric test are ideal for bench marking. Results show not only how the candidates compare to one another, but also indicate how the candidates compare to the role definition, promoting consistent evaluation. Assessments make for easy short-listing of candidates.
7. Optimum fit and assimilation
Psychometric Tests help to identify candidates who optimally suit the organization’s needs, resulting in employees who are able to effectively assimilate with the organization, and in turn provide workplace stability, and shareholder satisfaction. Psychometric assessments enable an individual's potential to be gauged, rather than focusing only on skills that they have acquired. Assessments predict how an employee will behave in a specific environment, facing challenges unique to the employer’s organization.
8. Regulatory Compliance
Ensure that all job seekers enjoy the protection of The Employment Act and the Constitution. Avoid costly litigation by disgruntled employees and would-be employees.
Contact us on +27 83 326 6401| fax 0865744858 |
This site and its contents © 2013 Psychometric Dynamics. All rights reserved.