Psychometric Assessment For Talent Aquisition


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Psychometric Assessment For Talent Aquisition

  1. 1. Psychometric assessmentfor strategic talent acquisition & management 26th March 2013 Stephen Buchanan, Managing Director Research Europe Ltd
  2. 2. About psychometric assessments Psychologist-designed tests Measure individuals’ cognitive, behavioural or personality traits Recruitment methods that rely on personal relationships and gut instinct can result in wrong (expensive) hiring decisions Psychometric assessments can remove bias from the process – instead decisions made on the basis of psychological evidence Should not be used as a stand-alone measure of a candidate’s suitability - should be combined with other selection tools, such as interviews and referencing
  3. 3. Assessment typesThere are two types of psychometric assessment:personality and ability. Personality assessments identify personality traits relevant to job performance and the workplace (such as stress tolerance and motivation) Ability assessments measure skills and abilities (such as numeracy and critical thinking).
  4. 4. Advantages Effective: successful predictors of job performance1 Incisive: highlight significant similarities between an individual’s character and measures of job performance2 Reduce risk of hiring the wrong person Time saving: reduce timelines associated with wrong hires Predict performance systematically Avoid costly mistakes from poor recruitment decisions Identify and manage talent amongst potential and existing employees1. Andrew Jenkins, Companies’ Use of Psychometric Testing and the Changing Demand for Skills: A Review of the Literature (Centre for the Economics of Education, London School of Economics, 2001)2. R P Tett, D N Jackson and M Rothstein, Personality Measures as Predictors of Job Performance: A Meta-Analytic Review (Personnel Psychology, 1991)
  5. 5. Personality assessments Reveal aspects of a person’s character Can disclose how an individual relates to others, their values and their motivators Can help identify the sort of work, or working environment, that they are best suited toFormat: Come in ‘questionnaire’ form Candidates are asked to respond to a series of statements or questions, either by stating the degree to which they agree with the statement or by selecting the response which they feel is the truest Unlike ability assessments, there are no right or wrong answers
  6. 6. Personality traitsSome examples of what’s assessed:
  7. 7. Ability assessments Measure skills that relate to job performance These include: – Numeracy – Writing comprehension (verbal reasoning) – Cognitive ability They can also measure skills that are specific to a particular field of work, for example, sales ability.
  8. 8. AbilitiesSome examples of what’s assessed:
  9. 9. Research Europe’s offering A range of both personality and ability assessments Advice on choosing the most suitable product Trained and licensed practitioners (BPS A&B, SHL qualified), administer the assessments on behalf of clientsAll assessments offered by Research Europe:• Conform to British Psychological Society (BPS) guidelines• Are supported by research-based evidence• Avoid clinical or technical terminology• Are applicable across a range of age-groups, education-levels and cultures• Identify irregularities in response patterns• Provide security in terms of data collection• Are accompanied by written and verbal reports, which include (where appropriate) interpretation by our assessors, available to clients once candidates have completed the assessments
  10. 10. Contact us for a full brochure:1 Heddon Street, London W1B 4BD+44 (0)20 7470 us on Facebook, Twitter & LinkedIn