Psychometric Assessment Services
Unlock Talent
Psychometric Assessment Services for Businesses and Organisations
Psychometric assessments in the workplace are an effective tool for evaluating an individual’s skills, abilities, personality traits, and cognitive abilities. These assessments are based on factual data and are designed to provide insights into an individual’s suitability for a particular role or job.
During the development of psychometric assessments, extensive research and data analysis are conducted to ensure their validity and reliability. The content of these assessments is derived from a wide range of sources, including academic studies, statistical analysis, and empirical evidence.
The questions and tasks included in psychometric assessments are carefully crafted to measure specific traits or abilities. The scoring mechanisms used in these assessments are based on established psychometric principles, ensuring accurate and reliable results.
Psychometric assessments are used in various stages of the employee lifecycle, including recruitment, development, and succession planning. These assessments provide objective and standardised measures of an individual’s capabilities and potential, allowing organisations to make informed decisions about their workforce.
By using psychometric assessments, organisations can identify high-potential candidates, match individuals to specific roles, and support employee development and growth. These assessments also help organisations identify areas for improvement and implement targeted training and development programs.
Overall, psychometric assessments in the workplace are designed to provide factual data and insights to support talent management and decision-making processes. They offer an objective and reliable way to evaluate individuals’ abilities and potential, contributing to more effective and informed workforce management.
Psychometric assessments form an integral part of the HR Value Chain and Talent Management
Psychometric assessments form the foundations for Recruitment, Retention, Career Management, Training and Development, Organisational Effectiveness, and Talent Management.
Benefits of Psychometric assessments
- Supporting the achievement of business strategy and strategic intent
- Improving selection and promotion decisions towards job, value and culture fit
- Facilitating talent identification, stratification and development as part of effective talent management
- Improve the perceived fairness of selection decision outcomes
- Improve time from selection to productivity and reduce recruitment costs
- Enhance team relationships, collaboration and productivity
- Optimal structuring and restructuring to improve productivity and reduce costs
- Connecting people to their individual and the business purpose
- Depending on the client’s life cycle and needs, a selection of assessments would be utilised to provide input into career development, change and transition, and career management conversations
- Happiness is not just about career performance; more importantly, it is about being
The business justification for using assessments
- Enhance the effectiveness and efficiency of the recruitment process
- Predict and improve employee on-the-job performance
- Higher attendance records
- Reducing labour turnover and associated costs
- Higher job satisfaction and employee engagement
- Enhance person-job, value and culture fit
- Expanding the business’s brand and reputation
Helpful nature of Psychometric Assessments
- Scientific, objective, standardised, reliable, valid, predictive, non-discriminatory, cost-effective
- Protects the applicant’s right to privacy and protection of confidentiality, and the business
- Implementation of best practices and ethical approach to assessments
- Selection of assessments measuring essential competencies
Competency-based Psychometric Assessments
- Job analysis is used to determine the essential competencies
- A competency is a combination of personality, motivation, ability, interest, knowledge, attitudes and attributes, experience, behaviour, values
- Assess specific behaviour that is observable and important for job performance
- Includes potential for performance and development
- Predicts success in future
Which Psychometric Assessments are the best to use?
Type of assessment | Multiple correlations |
---|---|
Assessment Centres | 0,68 |
Work Samples | 0,54 |
Ability | 0,54 |
Structures Interviews | 0,44 |
Integrity | 0,41 |
Personality | 0,38 |
Unstructured Interviews | 0,33 |
References | 0,13 |
Source: Anderson, N. & Cunningham-Snell, N. ‘Personnel Selection’ in Work and Organisational Psychology, Chmiel, N. (Ed), Blackwell Publishers Ltd, 2000
Psychometric Test Types
Related HR Consulting services
- Developing a recruitment process Job profiling of key jobs
- Developing an assessment matrix
- Assessment for selection and development purposes
- Report writing and management feedback
- Individual and team feedback on results
- Team coaching
- Development and implementation of organisational Performance management
- Development and coaching in development areas
- Counselling towards performance and well being
Measuring services
- Assessment Centres
- General Intelligence
- Specific reasoning assessments (Verbal, Numerical, Diagrammatic, Abstract, Inductive)
- Aptitude
- Complexity and capability
- Personality
- Competency-based interview schedule design
- Emotional Intelligence
- Leadership behaviour and derailers
- Career development, aptitude and interest
- Temperament
- Values
- Organisational culture fit
Legal considerations for using Psychometric Assessments
- Based on the inherent requirements of the job and legally defensible
- An objective measure of the candidate’s behaviour, abilities and skills
- Levelling the playing field towards equality of opportunity
- No adverse impact on minority groups
Ethical considerations when using Psychometric Assessments
- Use reputable assessments listed with the HPCSA
- Use a qualified psychometrist or psychologist as a service provider
- Obtain informed consent
- Reports and verbal feedback to decision-makers only
- Password protect documentation
- Store reports and assessment material, and passwords safely
Types of Psychometric Instruments:
Ensure fit for purpose, cost and time effectiveness through a combination of online- and face-to-face* assessments.
- Job analysis and profiling
- Complexity and capability (Career Path Appreciation (CPA)*, Modified Career Path Appreciation (MCPA), Cognitive Process Profile or CPP*)
- Personality (WPI, OPQ, OPP, Hogan, Saville, AON)
- OPQ = Occupation Personality Questionnaire
- Emotional Intelligence (Bar-On EQi)
- Temperament – Myers-Briggs personality test or MBTI
- Reasoning assessments (Verbal/deductive, numerical, diagrammatic, abstract* reasoning)
- Integrity assessments (Giotto)
- Career development and aptitude (DAT-L/K*)
- Career interest (Strong Interest Inventory)
- Assessment Centre (In-basket, role play, fact-finding exercise*)