People Central Limited is a Hawkes Bay company focusing on psychometric testing and assessment. A common buyer will be an employer who is needing to hire a staff member.
"The employer either brings us in at the beginning of the process or, thanks to 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, specifically when the third party is qualified in psychometric testing!".
In Evans experience, most companies hire someone based on their capability, and fire them on the grounds of their personality, customarily at substantial fiscal expense to the employer and emotional cost to the employee. Evans says "Psychometric testing falls into two main categories, personality questions measure sides of personality and ability tests measure intellectual and reasoning capability. When referring to recruitment, ability testing is fantastic for working out if an applicant has the core capabilities necessary for greatness in a job. Many companies don't realise that it is a indisputable fact that interviews and reference checks alone don't cut the mustard when referring to determining someone's ability to do the job. "
The types of psychometric testing People Central endorse would be specific to the job, but Evans asserts that a common ability test would cover: oral and numeral reasoning, abstract reasoning, clerical accuracy and ability to check, industrial proficiency, and technical capacity. Personality tests identify applicants whose behaviour aligns with behaviours associated with pre-eminence in a particular business. When undertaking psychometric testing for personality, the following elements can be identified: whether a candidate is probably going to price and support a business culture, competencies and desires; how they are likely to engage with team-mates, clients, and providers; and how they are likely to deal with the stresses and strains of the job.As for that petty feeling, Evans understands that companies can feel they are in a pressure cooker situation, "Frequently there is a deadline approaching, and a large amount of work to be done, otherwise employers feel that there's a low pool of skills available in the neighborhood. "
Evans urges employers to bring in a professional to do psychometric testing, he says "The result will be invaluable for the employer".
"The employer either brings us in at the beginning of the process or, thanks to 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, specifically when the third party is qualified in psychometric testing!".
In Evans experience, most companies hire someone based on their capability, and fire them on the grounds of their personality, customarily at substantial fiscal expense to the employer and emotional cost to the employee. Evans says "Psychometric testing falls into two main categories, personality questions measure sides of personality and ability tests measure intellectual and reasoning capability. When referring to recruitment, ability testing is fantastic for working out if an applicant has the core capabilities necessary for greatness in a job. Many companies don't realise that it is a indisputable fact that interviews and reference checks alone don't cut the mustard when referring to determining someone's ability to do the job. "
The types of psychometric testing People Central endorse would be specific to the job, but Evans asserts that a common ability test would cover: oral and numeral reasoning, abstract reasoning, clerical accuracy and ability to check, industrial proficiency, and technical capacity. Personality tests identify applicants whose behaviour aligns with behaviours associated with pre-eminence in a particular business. When undertaking psychometric testing for personality, the following elements can be identified: whether a candidate is probably going to price and support a business culture, competencies and desires; how they are likely to engage with team-mates, clients, and providers; and how they are likely to deal with the stresses and strains of the job.As for that petty feeling, Evans understands that companies can feel they are in a pressure cooker situation, "Frequently there is a deadline approaching, and a large amount of work to be done, otherwise employers feel that there's a low pool of skills available in the neighborhood. "
Evans urges employers to bring in a professional to do psychometric testing, he says "The result will be invaluable for the employer".
About the Author:
People Central specialises in psychometric testing and has an in depth network of experienced and professionally qualified people in most New Zealand centers.
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