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Psychometric Assessment
For recruitment and development purposes

Recruitment and Development Programs
Consultation services focussed on research, analysis, review and implementation

Talent Development
Individual, team and leadership

Privacy & Data Collection Information
Information about how your results are shared with our clients.

Key Benefits

Using PSI benefits your organisation:

  1. Reliable and timely psychometric assessment reports
  2. Experienced psychologist team response
  3. Advanced psychometric assessment systems and processes

Contact us to discuss your organisation's needs

Candidates

Applying for a new job can be a complicated process and some candidates find it a stressful experience. In most cases, the company wants to hire you as much as you want to work for them, but to feel more secure that their hunch will turn into the right decision, your prospective employer may request that you undertake further assessment, including psychometric testing. 

PSI are qualified and experienced in conducting these tests and we feel that our communication and professional attitude helps make the process a positive experience for candidates. At PSI we understand you may feel apprehensive about undergoing testing, especially if you have not been assessed before and are unsure about the procedure, so we provide clear and detailed information about the entire testing process. What's more, we have all been through the psych-testing process ourselves and so we know exactly what it is like.

What are the benefits for a candidate undertaking psychometric testing?
Psychometric testing can provide illumination or confirmation of a candidate's strengths, and their areas of potential development. Candidates may also benefit from training or development in certain areas, such as leadership or management.  
 
After the testing process, once a final recruitment decision has been made, you may contact PSI for a verbal discussion about your test results. As a rule, only the recruiting organisation has a copy of your report which is given with strict guidelines as to its use and storage.
 
The PSI Approach
Don’t forget, the testing process is not designed to find out whether you are “crazy”. The questionnaires test “normal” personality and how each candidate will handle situations and develop in the workplace. It is for your own benefit to answer questions with complete honesty and candour - otherwise you are doing yourself and your potential new employer a disservice.
 
Our approach to assessment and development is multi-dimensional. Here are some key components of the assessment:
 
Personality Assessment
Using well-researched and validated instruments, personality assessment will be used to better understand individual traits and characteristics, and how these relate to an individual’s interpersonal, work and managerial style.

Aptitude or Ability Assessment
These tests assess an individual’s ability to think and reason. The results can predict how quickly an individual will learn new things and how will they will cope with more complex and conceptual tasks. You may be required to complete one or many of these tests, depending on the type of role you are applying for. The most common types of ability tests used include:

  • Critical Thinking: tests the ability to recognise the existence of problems and an acceptance of the general need for evidence in support of what is asserted to be true.
  •  Verbal Reasoning: tests the ability to think and reason using words and language.
  • Numerical Reasoning: tests the ability to think and reason using numbers.
 
Skills Assessment/Work Simulation
Various exercises allow us to assess application of skills deemed similar to those required for the role applied for. These exercises are usually set in the context of a fictitious organisation. Participants will be required to deal with a variety of problems or situations, common to the type of role for which they are applying.
 
Behavioural Interview
A behaviourally based interview is conducted to confirm the resulting profile. This interview focuses on past career achievements, background, and the participants’ experience, skills, and successes in the various dimensions related to occupational success.
 
What next?
Following assessment, a report about your work style and strengths is put together and given to the requesting client, it is at their discretion how they utilise the information in the report - whether they use the probes for further interviewing of the candidate, probing the candidate's referees or simply as a confirmation of their hunches following an initial interview. Once a final recruitment decision has been made, you may contact us for a debriefing and explanation of the results from each instrument used. 
 
Candid Candidates
From time to time it becomes clear that a candidate is so keen on getting a particular role or even into a particular organisation that during the testing they attempt to conceal what they feel the company will see as a limitation or a flaw, and it is for this reason that the test contains very sophisticated lie detectors and validity scales. 
 
This way we are able to pick up on when people are hiding things about themselves, something which is almost impossible to identify during a standard interview. Meaning that the only way to provide a valid profile is to tell the complete truth.
 
PSI wishes you all the best in your career aspirations. Contact us with any questions or for more information