Voodoo or Value?

Many people dismiss psychometric tests as ëvoodooí or some kind of ëweird scienceí mainly because they donít understand how they work, however there is much research to show they have huge value and can be of great benefit to employers.

As far back as World War II, the Army Air Corps developed its own test to distinguish potential fighter and bomber pilots ñ and in the past few years there has been an increased interest in personality surveys by employers.

They have proved to be an invaluable and cost effective tool in the recruitment process.

The Background:
The test involves using a Personal Profile Analysis consisting of 24 ëforcedí choice questions which ask the candidate to examine four words and describe which most and least apply to them, e.g. choosing between ëcompetitive, considerate, happy or harmoniousí.

By doing this you can gain a remarkable insight into the personalities of potential employees. This acts as an additional tool to back up the decision making process alongside qualifications, experience and the initial interview.

The Test:
The test takes about eight minutes to complete. There are no right or wrong answers. It provides an understanding of how a person will behave at work and the characteristics they will demonstrate by getting candidates to answer such questions as:

What are their strengths and limitations?
Are they self-starters?
How do they communicate?
What motivates them?
Can this person think on their feet?
Can they cope with the mental demands of the job?
Could this person be a high flyer?
Is this person a problem solver?

The Results:
The test produces a personality profile that measures how you see yourself, how others see you and how you behave under pressure.

These results promise to be an extremely accurate reflection of the individualís work style.

The Benefits:
Short listing candidates: A quick and effective method of short listing when you have a lot of applicants for one position.

Improve recruitment practice: Match the key needs and requirements of the vacancy to a suitable person.

Improve Internal Employee Development: Reliable psychometric information on an individual can illuminate training needs and identify management potential.

Positive Business Reputation: Psychometric assessments reflect good recruitment practices. You can give constructive feedback to candidates based on assessment needs.

Business Strategy: Storing your psychometric results can help future business strategy. You can use the results to evaluate what people qualities you have and what you need.

Protect your business: Assessments can help to protect against claims of unfair recruitment practices, demonstrating that you use a fair and consistent interviewing system.

Have a go:
Give us a call at ClickATest.co.uk and you can be sent a link to have a go at a test yourself. Simply email Joanna Jarlett at jjarlett@freshactionPR.com for more information.