Psychometric testing: Finding the right match
The process
Traditionally, a psychologist will engage with a client to determine the skills and attributes required for the role and select the appropriate type of assessment to target these areas. The candidate is briefed and assessments are usually conducted online. Once the assessment is complete, the psychologist provides the client with a written report analysing how the candidate maps against the required competencies.
The report also identifies further areas to explore in the interview; strengths and development areas; and the best management techniques to keep the employee motivated and performing at their optimum. While this may sound like a lot, from a client’s perspective, it is as simple as engaging with the psychologist to identify the desired attributes of incumbent staff and exploring the current workplace culture.
Not just for big business
The ongoing performance and productivity of both large and small business is dependent on the quality of the talent within the business. Often, in small business, the importance of a hiring decision is elevated as the introduction of a new staff member has significant impact both culturally and financially. This makes it even more vital to be confident in your hiring decision to ensure you are investing in high calibre, culturally compatible talent.
The value of assembling a strong team was well articulated by inventor and diplomat Benjamin Franklin who said “we must indeed all hang together, or, most assuredly, we shall all hang separately”. Psychometric testing offers tremendous value to small business by helping to ensure a team can work collaboratively towards success and keep well clear of the ropes.
–Kellie Rigg is the Head of Organisational Psychology for Randstad’s HR Consulting division. Randstad (www.randstad.com.au) is a Fortune 500 Company and the second largest HR services provider in the world.