People Central Limited is a Hawkes Bay company concentrating on psychometric testing and assessment. A typical shopper will be a company who is looking to hire a member of staff.
"The employer either brings us in at the beginning of the process or, because of a niggling feeling they're missing something, we come in at the end", says Steve Evans, Director and Creator of People Central. "Having a unprejudiced third party on the selection panel provides great insight for the employer, particularly when the third party is qualified in psychometric testing!".
In Evans experience, most bosses hire somebody based on their capability, and fire them on the grounds of their personality, customarily at considerable finance expense to the employer and emotional cost to the employee. Evans announces "Psychometric testing falls into two main categories, personality questions measure sides of personality and aptitude tests measure intellectual and reasoning ability. When referring to recruitment, capability testing is excellent for working out if an applicant has the core capabilities necessary for success in a job. Many companies don't realise that it is a proven fact that interviews and reference checks alone don't cut the mustard when referring to determining someone's ability to do the job. "
The kinds of psychometric testing People Central endorse would be specific to the job, but Evans announces that a typical ability test would cover: oral and numeral reasoning, abstract reasoning, clerical accuracy and ability to check, business proficiency, and technical ability. Personality tests identify applicants whose behavior aligns with behaviours associated with pre-eminence in a selected business. When undertaking psychometric testing for personality, the following elements can be identified: whether a candidate is likely to price and support a business culture, competencies and desires; how they are likely to interact with team-mates, clients, and providers; and how they are probably going to deal with the stresses and strains of the job.As for that niggling feeling, Evans understands that companies can feel that they are in a pressure cooker situation, "Regularly there is a deadline approaching, and a large quantity of work to be done, otherwise companies feel that there's a low pool of abilities available in the neighborhood. "
Evans urges bosses to bring in a professional to do psychometric testing, he says "The final result is going to be invaluable for the employer".
"The employer either brings us in at the beginning of the process or, because of a niggling feeling they're missing something, we come in at the end", says Steve Evans, Director and Creator of People Central. "Having a unprejudiced third party on the selection panel provides great insight for the employer, particularly when the third party is qualified in psychometric testing!".
In Evans experience, most bosses hire somebody based on their capability, and fire them on the grounds of their personality, customarily at considerable finance expense to the employer and emotional cost to the employee. Evans announces "Psychometric testing falls into two main categories, personality questions measure sides of personality and aptitude tests measure intellectual and reasoning ability. When referring to recruitment, capability testing is excellent for working out if an applicant has the core capabilities necessary for success in a job. Many companies don't realise that it is a proven fact that interviews and reference checks alone don't cut the mustard when referring to determining someone's ability to do the job. "
The kinds of psychometric testing People Central endorse would be specific to the job, but Evans announces that a typical ability test would cover: oral and numeral reasoning, abstract reasoning, clerical accuracy and ability to check, business proficiency, and technical ability. Personality tests identify applicants whose behavior aligns with behaviours associated with pre-eminence in a selected business. When undertaking psychometric testing for personality, the following elements can be identified: whether a candidate is likely to price and support a business culture, competencies and desires; how they are likely to interact with team-mates, clients, and providers; and how they are probably going to deal with the stresses and strains of the job.As for that niggling feeling, Evans understands that companies can feel that they are in a pressure cooker situation, "Regularly there is a deadline approaching, and a large quantity of work to be done, otherwise companies feel that there's a low pool of abilities available in the neighborhood. "
Evans urges bosses to bring in a professional to do psychometric testing, he says "The final result is going to be invaluable for the employer".
About the Author:
People Central specializes in psychometric testing and has an extensive network of experienced and professionally qualified folk in most New Zealand centers.
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