Psychometrics for businesses - pre-employment assessment

Introduction

for businesses

In a world where roles are becoming more specialised, and where integrity seems to be in short supply, finding the right employees is crucial and can be challenging.

Whether you are a start-up looking to make a key hire or an established corporate, psychometric testing gives insight into areas not readily accessible when interviewing a candidate verbally.

Services

PSYCHOMETRIC PRE-EMPLOYMENT testing

I work with some of South Africa’s leading companies hiring for all level positions, particularly financial roles, sales, customer care and positions where possible reputational risk exists.

An in-depth psychometric report, with 48 hour testing turnaround, includes results on:

Personality Testing: looks at ‘normal’ functioning within the workplace context, which includes sociability, emotional intelligence and empathy, communication skills, team-work skills, approach to problem solving, stress and frustration tolerance, dominant leadership style, independent-mindedness, confidence, introversion/extroversion and other personality factors.

Integrity Testing: is a type of psychometric personality testing that looks at those factors which influence honesty, reliability, conscientiousness, diligence, task completion, control of temper, sense of fairness, ability to keep information confidential, attention to detail and optimism about the future at work. These particular areas are often of most concern to employers, as they are not readily revealed in a verbal interview or reference check. This type of testing is structured so as to make it impossible to provide only socially desirable responses. Integrity testing aims to detect possible counter-productive work-place attitudes and risk factors that would be problematic for the specific position or employer concerned.

Values/Needs: a test to measure the relative importance of 22 different psychological needs that are often gratified by careers, so as to compare the candidate’s personal goals with the opportunities that the position provides. To the degree that there is a values/needs match, the candidate is likely to feel gratified by the role, and to succeed in it.

Cognitive & Skills testing completes the test battery. Mental flexibility and problem-solving capacity are always be measured, as these can only be established via formal psychometric measurement and are vital in determining capacity to manage the mental demands of a work role, in a climate where academic qualifications are sometimes in doubt. Specific skills tests, such as language proficiency, numeracy, clerical aptitude, specific IT skills and more can be added, depending on the role’s requirements, although these increase the standard battery’s duration and cost and are not necessary for most positions.

In-person psychometric testing is done at my offices. On-line testing of candidates unable to travel, or in different provinces, is also available if needed. Testing takes 2 hours per candidate in-person.

It should always be considered, by HR professionals, recruitment specialists and job seekers, that psychometric testing is a legally restricted and highly regulated activity, requiring a license. Any person being tested with any psychological instrument for any work position, by anyone, is entitled and encouraged to request that the tester provide proof of their training registration with the Health Professions Council of South Africa (HPCSA) before being assessed with any psychometric test.

Get in touch

Some of the companies i Have worked with: