19 Sep 07
Why use Psychometric Assessments?
There has been an increase of interest in psychometric assessments in relation to recruitment.
Psychometric assessments increase the probability of selecting the right candidate for the job. Research carried out on a wide range of organisations and positions has demonstrated that the use of psychometric assessments, in particular ability tests, increases the success or ‘hit' rate.
The tests and instruments employed depend on the position type and the client requirements. Skills and aptitude are only part of what makes a successful employee. It is important to evaluate the person's "fit" into the culture of an organisation, as well as their match to the personal characteristics required to successfully undertake the role.
When deciding on an assessment, it is important to note that testing must be reliable (give the same result over time), valid (test what they claim to be testing) and have a proven track record (can differentiate between candidates).
Ability and reasoning assessments evaluate cognitive skills that are often applied in the workplace. They help provide an indication of how a person performs on the job as well as their potential for growth in the organisation. Tests typically used in this form of assessment are those which evaluate verbal, quantitative, and abstract reasoning. These have long been recognised as important indicators of a person's potential for performance and development in the workplace.
There are many types of tests available that vary according to the level of ability required for the role. As an example, a junior role would require a more simple suite of ability tests than a senior role due the difference in ability levels required to perform the role.
In addition to ability and reasoning assessments, there are personality assessments, which assist in evaluating the fit of a person's characteristics with the organisational culture as well as the competencies required to do the job. Such attributes often assessed are:
- interpersonal interaction in the workplace
- style of thinking
- consistency of work performance
- emotions and self attitude
When using personality instruments for selection, it is important to choose assessments with in-built checking mechanisms for detecting individuals who are attempting to create an overly favourable impression (ie. built in "lie" detectors).
Coupled with ability assessments, a personality assessment provides an overall indication about motivation and ability to perform in a given role.
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Bayside received a Victorian AHRI Award for Excellence in People Management in 2006.
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Bayside received a Victorian AHRI Award for Excellence in People Management in 2006.