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Psychometric Testing

-for measuring Talent

Psychometric tests are measures of personality assessing traits that will contribute to an individual’s performance at work.

Many employers use psychometric tests as part of the selection process to identify talent as a filtering mechanism at an early stage in the recruitment process and also for hi potential career development.

The psychometric test is a level playing field: employers’ value them because they are a fair way of comparing different candidates’ strengths regardless of educational background.[/vc_column_text][/vc_column_inner][vc_column_inner width=”1/3″][vc_single_image image=”589″ img_size=”full”][/vc_column_inner][/vc_row_inner][vc_row_inner css=”.vc_custom_1570692103254{background-color: #f1f1f1 !important;}”][vc_column_inner][vc_column_text]

Types of test; ability, aptitude and personality

• Ability tests measure either general or particular skills, capability and acumen. This category of test can include:
• Numerical tests: assess how well you interpret data, graphs, charts or statistics. Can test basic arithmetic.
• Verbal reasoning tests: assess how you well you understand written information and evaluate arguments and statements.
• Non-verbal reasoning tests: assess how well you follow diagrammatic information or spot patterns. Can check spatial awareness. Diagrammatic or abstract reasoning tests are sometimes described as inductive reasoning tests.
• Logical reasoning tests: assess how well you follow through to a conclusion given basic information, or using your current knowledge or experience. These include deductive reasoning tests, in which you are given information or rules to apply in order to arrive at an answer

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Test Assumptions

The assumptions are that the test is:

Reliable: Whatever is measured is accurate and precise

Valid:  Measures what it claims to measure

Standardised: Wide population sample – respondents’ results can be compared

Technicallysound: The test has undergone extensive and detailed trials with evidence supporting the test.[/vc_column_text][/vc_column_inner][/vc_row_inner][vc_row_inner][vc_column_inner width=”1/3″][vc_single_image image=”596″ img_size=”full”][/vc_column_inner][vc_column_inner width=”2/3″][vc_column_text]

Psychometric Profiling for Selection

Hogan is one of the best assessment tools for leadership right now with over 2 million assessments, over 700 validation studies, 300 books and articles and, multi-language online usability.

The Hogan Leadership Forecast Series evaluates personality characteristics for success, identifies factors that impede career growth and assesses business drivers and core values for an individual. The three‐part assessment includes:

The Hogan Personality Inventory (HPI)measures normal personality and is used to predict job performance. The HPI is a high‐quality psychometric evaluation of personality characteristics that identifies the fundamental factors that distinguish personalities and determine career success.

The Hogan Development Survey (HDS)identifies personality‐based performance risks and derailers of interpersonal behaviour. Ingrained in personality, these derailers affect leadership style and actions. If these

behaviour patterns are recognised, however, they can be compensated by development and coaching.

The Motives, Values, Preferences Inventory (MVPI)is a personality inventory that reveals a person’s core values, goals and interests. Results indicate the type of position, job and environment that will be most motivating for the executive and when he or she will feel the most satisfied.[/vc_column_text][vc_single_image image=”597″ img_size=”full”][/vc_column_inner][/vc_row_inner][/vc_column][/vc_row]