Adding extra rigour to recruitment decisions, providing additional insights for coaching conversations and providing focussed areas for personal and leadership development, many organisations use psychometric testing as inexpensive, effective and objective data to help with people decisions.
Psychometric tests must be administered and interpreted by trained, accredited practitioners in order to ensure good ethical standards and maintain confidentiality. I am trained to the British Psychological Society (BPS) standards for Level A (Ability) and Level B (Personality) testing.
Feedback to the organisation can be in the form of bespoke profile reports, for example where the role competencies are mapped against the psychometric profile to highlight which candidate or delegate is the closest match to the role requirements. Alternatively, where the system generated reports do not require accredited interpretation, they can be provided directly to the HR team in the organisation.
If you are unsure which testing approach would be best for the recruitment or development that you are undertaking, please get in touch and we can talk through your requirements.
Testing is a fully online process.
Candidates are sent email links and instructions. They complete the test in their own time. They usually take about 30 minutes to complete.
Feedback is provided to candidates either face to face or remotely using the phone or a video conference tool.
Feedback to the organisation is via email or, where it is helpful to discuss the findings, via phone or video conferencing.
Fees are charged per candidate or per project, depending upon volumes.
Occupational Personality Questionnaires
As the best-in-class predictor of workplace performance and potential, Wave is recognized for:
Aptitude tests can measure a variety of abilities, depending on the individual role requirements.
The Dimensions Occupational Personality Questionnaire measures personality across three broad domains that reflect those particular aspects of personality that determine, or are most predictive of, successful performance at work.
PRISM is a behavioural, rather than a personality, assessment.
An online questionnaire produces reports showing not only people’s natural or instinctive behaviour preference, but also the extent and the way in which they modify or adapt their preference on occasions to respond to what you see as the demands of specific situations.
The reports also indicate where individuals may be overdoing or not making full use of their preferences. This insight also helps them to understand more about their true potential, as well as what may be hindering them from achieving even higher performance.
The remarkable complexity of the brain has shown that human beings cannot credibly be divided up into a fixed number of types or groups of people who are unable to act outside of their profiles. PRISM does not, therefore, label people or fit them into ‘boxes’, nor does it have ‘scores’, or right or wrong answers. Instead, it provides users with a powerful, graphic explanation for why they approach situations and individuals in different ways.
Because PRISM is based on perception, it is obvious that if perceptions change, behaviour will change too. The dynamic interaction between perception of self and the environment explains why an individual may behave differently from one situation to another