Psychometric testing
Would you take the opportunity to put exactly the right team together to drive your business forward successfully?
How can you be sure you are recruiting exactly the right person?
Let psychology lead you to recruitment and development success
What we do
- If you are considering using assessments for recruitment, selection, developing your staff (or for any other purpose), we can help you to decide which tests are appropriate and what they will achieve.
- You can be confident that tests will be administered and interpreted in a professional way thus ensuring the information you receive has validity and reliability.
- We can use a number of tests; for example those that measure personality traits and work competencies as a starting point for coaching and developmental work.
Click on the thumbnail for an outline of the instruments we use and their applications.
How we work
- We can work with organisations on a consultancy basis to advise and guide.
- We can work with individuals for specific assessments.
- We can work with teams to develop their effectiveness.
Who benefits?
- Psychometric tests can be used with any employee within a company or organisation, although some are devised for different levels of seniority, experience and maturity..
- The employee benefits from greater self knowledge and understanding of their strengths and weaknesses.
- The organisation also benefits from a workforce that is informed and more efficient.
Psychometric tests are excellent tools, but can cause consternation to those who are not fully conversant with what they are, how and when they can be used and what they can actually achieve. There are many different tests and instruments on the market, investigating a whole range of issues – including personality, behavioural traits, verbal and non verbal ability, literacy and numeracy. In addition, these tests are used for a number of purposes – recruitment, selection, developing staff, coaching, identifying potential for promotion and succession planning. The list goes on and it can be very confusing and daunting to select a test that would meet your requirements.
What is important to note is that psychometric tests are an extremely useful way of ensuring you get the right staff, retain them, develop them, help them to improve their performance at work and thus enable them to enhance your business. Good psychometric tests are objective, reliable, valid and standardised. In other words they measure what they say they are going to measure.
Our team of chartered and organisational psychologists have undergone a rigorous and lengthy training in the use of psychometrics. They understand the statistics and mechanics behind the test and are able to make judgements about which ‘tools’ are ‘fit for purpose’. Their training enables them to administer and interpret the results in a way that is clear and free of jargon – giving the recipient feedback that is informative and helpful.
Training
Gaps in your workforce’s knowledge can cost you time and ultimately money.
In the current climate, training budgets are often the first thing to go. This can be a false economy and detrimental for your business in the long run.
Specific training is an efficient way to equip your workforce in areas such as:
- Managing absence from work
- Managing presenteeism
- Awareness raising in such areas as specific learning difficulties and The Equality Act 2010
- Bullying in the workplace – how to spot it, deal with it and eradicate it
- Counselling and coaching – improve your HR department’s and manager’s ability to recognise and assist those who need support
Why not get us in to carry out a bespoke analysis of your business strengths and any future training needs?
- We can work in your premises (if appropriate) or run training courses at our own custom built premises
- We can train small numbers or a larger cohort. Numbers influence the style of training and this can be tuned to your requirements
- We can offer half and full day courses, or look at a more extensive programme of training
- We work with all levels of personnel within an organisation
In an organisation, training must be part of an overall business strategy that addresses needs at an organisational, departmental and individual level. If done in this way training becomes time and money well spent and the rewards can be substantial.
More info
Human beings are learning new things all the time—even if it’s as basic as navigating our way through the functions of a new mobile phone. Training at work varies from induction into a new role, as part of career development or as skills attainment to perform a particular function.
Training takes many forms – studying for a profession or vocation, apprenticeships and trade skills, ICT, induction into a new job or role or skills acquired to perform a particular function (e.g. health and safety officer) in an organisation. Human beings are learning new things all the time – even if it’s as basic as navigating our way through the functions of a new mobile phone
Training can be practical and ‘hands on’ – relating to tangible skills, or it can be theoretical and more abstract; knowledge that can inform the way we think and behave - or indeed a combination of the two. Whatever form it takes ‘training’ is crucial to our development as people and workers.
However, training needs to be relevant and useful to our own unique situations and circumstances. If it isn’t then we are not motivated to learn new ideas and skills because we don’t see the point. We are reluctant to invest time, energy and money into something unless we believe it will give us a return in some shape or form. In our present economic climate it is even more crucial that training fulfils the criteria of being relevant and useful.
In an organisation training needs to be part of a cohesive plan that addresses needs at an organisational, departmental and individual level. It should not be piecemeal, ad hoc or reactive, but planned and well thought through as part of an overall business strategy. If done in this way training becomes time and money well spent and the rewards can be substantial