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Psychometric Testing Shows How You Will Fit In

Psychometric testing is increasingly seen as the best way to get a good corporate fit with new recruits.

Because recruitment is an expensive business it is extremely important to get it right first time and psychometric testing provides a useful aid for recruitment but should only be used as part of an overall process. Poor selection decisions can result in further recruitment costs, additional training and orientation costs, reduced profit, loss of competitive advantage, as well as damage to image and reputation.

As a candidate, taking a psychometric test now will forewarn you to what an employer or recruitment agency will learn about you when you take a psychometric test for them. Reading your own psychometric report is a big help when writing your CV or preparing for an interview. If an applicant goes into an interview fully aware of their own faults and prepared to defend them and present their strengths, then the applicant is at a great advantage.

In theory, psychometric tests would be used as a pre-interview measure, to highlight areas that the candidate should be quizzed on in interview. Having said that depending on the type of position you are seeking, some employers prefer to go through the interview process and use the psychometric testing to confirm their own impressions. The combination of competency based interview and objective assessment techniques (psychometric testing) is the best way of predicting an individual's suitability for a job. Tried and tested human resources tools like interviewing the candidate and talking to people given as references are equally important.

While hard skills testing and interviews have long been a part of staffing firms' value-add proposition, they alone are no longer enough to assure your customers that the candidate will fit in the position or the work environment. Psychometrics have a valuable role to play but should be used in conjunction with a competency and biographical interview and potentially other exercises (case studies, team exercises etc) that give a better insight to the candidate. They can even go so far as to offer trigger questions you can use in a follow-up interview for example, someone may seem to be a very good networker but their attention to detail might appear to be lacking, which gives you an area to concentrate your interview questions on.

Psychometric testing is now a fundamental part of recruitment. The whole point of psychometric testing is that it presents a snapshot of your potential and while you can't swot for it, having a handle on how they work can help you to improve your score.

Peter Fisher is an expert Author, Career Coach and Publisher of Tests: How To Pass where you can research Psychometric Tests any time you need.

Source: www.ezinearticles.com