Psychometric assessments have become the go-to tools for getting core-critical information regarding a job candidate’s personality, character, cognitive & learning potential, integrity and values among other information.
Some individuals ace their job interviews because they are polished communicators, but will they fit your corporate culture and will they be able to perform under pressure? These and many other factors should be taken into consideration when hiring new employees.
With professional psychometric assessments, you don’t have to rely on what is stated on the CV or what the candidate says they can do. In fact, if you truly want to test aptitude for a particular job role, then you need an objective and proven method for determining whether or not the candidate is the right match. Of course, psychometric assessments can also be used to assess the suitability of an applicant for a promotion, career change or even a study direction.
If you haven’t used psychometric assessments before in your hiring process, read on to discover just what you can learn from an applicant by doing so.
Does the position require someone with above-average problem-solving skills? Do you need to know whether the candidate has the required conceptual thinking skills? Then you will appreciate the objectivity and fairness of psychometric assessments, which include the APIL, TRAM, and CCP tests.
Can the particular applicant do the tasks required? Don’t risk employing people who lack the core skills for peak performance in a particular role. Your organisation consists of various team members, each contributing specific traits and skills. It is possible that a candidate doesn’t fit the job for which they apply because they don’t have the necessary reasoning skills for the position, but the aptitude test results may reveal that they’re well-suited for another position which you need to fill. Aptitude testing helps you to determine the candidate’s numerical, mechanical, verbal, and perceptual speed aptitude, among others.
The IQ of a candidate is important, but if the role requires a person able to handle conflict situations, develop long-standing client relations, and work within a diverse group of individuals, you want the assurance that the candidate has the emotional intelligence for the role. Here you will appreciate psychometric assessments to help you gain a picture of such. We, for instance, use the EQ-i 2.0® assessment as part of the process.
Does the applicant’s personality match the key functions for the particular job position? With the Comprehensive Assessment Profile (CAP) and Work Personality Index (WPI), Basic Traits Inventory (BTI), and various other types of assessments, we help you gain an in-depth insight into the applicant’s behaviour. Armed with this information, it is possible to predict how the applicant will perform in a specific role.
Does the position require a high level of ethical conduct? Don’t risk your organisation’s good standing in the industry by employing a person in a responsible position without assessing their ethical standing. Make use of our professional services to perform the Integrity Profile 200 (IP200), Giotto Integrity Assessment (GSA), and Work-Related Risk and Integrity Scale (WRISc) Profile.
Closely related, but yet different, is the value system that the individual upholds, as it determines how the person prioritises and on what value system they base their decisions on. This is especially important for optimal team performance.
Make use of our expertise in performing relevant psychometric assessments to help you in the hiring process.