Our consultants are happy to advise you on the most appropriate psychometric tests whether for selection, development, skills audits or succession planning.

We provide suitably qualified Test Administrators to carry out briefings and run testing sessions.  Professional psychologists are available to prepare reports, suggest interview questions, give feedback, recommend follow-up action and carry out coaching.

Tests

We supply tests in the following areas:

Issues to Consider

While psychometric tests provide a standardised method for assessing individuals, and provide such information more efficiently than most other methods of assessment, selection decisions should not be based solely on the results of tests. Rather test results should feed into the selection process in conjunction with other sources of information such as interviews, references and CVs.

Before any tests are given it is important to ensure the test measures behaviours and competencies intrinsic to the job, and that the tests do not discriminate unfairly. For example, a test of numeracy should not be given if numeric skills are not required on the job. Therefore, it is necessary first to identify the required skills and abilities, and administer only those tests that are relevant to measuring these requirements.

Preparing candidates for tests is a significant part of the process. It is the employer's responsibility to ensure that the purpose of testing has been clearly communicated to candidates; that they understand how the scores will be used, who will receive the results, the time-frames for completing the tests, and whether feedback will be given. Some personality questionnaires require that feedback be given by a qualified facilitator. For other tests there may be an option to receive the results by email.

Test administration needs to be considered. It is in no-one's interest for test results to be manipulated - not least the candidate who could find him/herself in a job where they were not competent or happy. It needs explaining that personality questionnaires are best answered honestly as there are no right or wrong answers, and attempts to fake good or bad will be detected in the scoring. If test results are feeding into the selection process, it may be wise to inform unsupervised test-takers that short-listed candidates will sit further in-house tests to avoid the possibility of cheating. When groups of candidates are to be tested, it may be advantageous to bring them in house and test them all together so that you can ensure that the person taking the test is the job candidate!

If you would like to discuss any of the above please contact us.

Our aim is to provide a first-class service at fees agreed with you in advance.