Psychometric Assessments

What are Psychometric assessments?

Psychometric assessments measure individuals’ cognitive capabilities and behavioural styles. The assessments are rooted in scientific research and must apply stringent acceptance criteria.

Psychological assessments are strictly controlled in South Africa, and only registered practitioners with the Health Professions Council of South Africa (HPCSA) are allowed to conduct, interpret and provide feedback on the results of these assessments.

We only use approved assessments that provide valid and reliable indicators of performance.

Psychometric assessments form an integral part of the HR Value Chain

Underpinning Recruitment, Retention, Career Management, Training and Development, Organisational Effectiveness, and Talent Pool 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 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 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 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

Related 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
  • 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 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 assessments

  • Use reputable assessment, listed with the HPCSA
  • Use a qualified psychometrist of 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

Instruments include:

Ensure fit for purpose, cost and time effectiveness through a combination of online- and face-to-face* assessments.

  • Job analysis and profiling (OCP*, WPS*)
  • Complexity and capability (CPA*, MCPA, CPP*)
  • Personality (CPI, 16 PF, OPQ, OPP, Hogan, MMPI, CCSQ)
  • Emotional Intelligence (Bar-On EQi)
  • Temperament (MBTI)
  • General Intelligence (WAIS*)
  • Reasoning assessments (Verbal, numerical, diagrammatic, abstract* reasoning)
  • Career development and aptitude (DAT-L/K*)
  • Career interest (Strong Interest Inventory)
  • Assessment Centre (In-basket, role play, fact-finding exercise*)
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