Clients

Client Login

Why Psychometric Testing?

Think about this example:

You’re the CEO of an organisation. A new position of Senior Marketing Manager has been created. You advertise, attract 100 responses and manage to whittle them down to a shortlist of five fantastic candidates. On paper, these candidates are all outstanding, but it’s hard to make a final decision. Which of them will prove to be the best fit for your organisation? 

Without having a time machine or the benefit of a crystal ball, most organisations can ill-afford to hire someone at senior level who, at interview, seems ideal for the role only to have it all turn sour within a short (waste of) time. Who will be the most suitable “piece of the puzzle”?

This scenario is a reality faced by organisations all the time and that is why using PSI for psychometric testing and for developing your staff can prove to be a very wise, advantageous business decision.

How can psychometric testing help?

Psychometric testing provides an objective measurement of a candidate’s ability relative to other candidates and the appropriate benchmark for expected performance.

Our tests also make it difficult for a candidate to “fake” their results.  Very subtle mechanisms are incorporated within tests to identify when a candidate may be attempting to manipulate the outcome.   Psychometric testing also assists in distinguishing between generally favourable candidates.  

PSI’s professional psychologists assess individuals on ability (intellectual and aptitude, including verbal and numerical reasoning) and personality. We also suggest further pertinent questions for your candidates at subsequent interview or to utilise when probing referees.

Trained professionals such as the PSI team take into consideration all the information about a candidate - from the psychometric testing, interviews conducted and their professional interpretation.  They then provide a report to enable an organisation to recruit more accurately, though it needs to be remembered that it is impossible to reveal 100% about a candidate.

Psychometric testing gives us a better understanding about how a person will behave naturally, how they will cope under pressure, and highlights potential behavioural difficulties or characteristics to look out for. It helps guide reference checking, suggests areas to probe at future interviews and gives more meaning to the interviewer when considering interview responses and career experiences. 

When conducting tests for recruitment and professional development purposes, we need to ask the following questions:

• Do the tests used identify the personality and cognitive attributes that are most related to performance and leadership success?
• Are they measuring the right things?
• Are the tests being used accurate measures of the identified attributes?
• Are they measuring the right things accurately? 

Many other organisations do these tests, and more. But, unlike the majority of others, PSI have done the research on what sorts of tests are most relevant.  We don’t believe in a “one size fits all” approach and just hope for the best, instead we tailor our services to be of optimum use to our clients.

Solutions for other roles

PSI also offers an assessment solution for lower to mid-level roles.  These assessment solutions cost less than reports for higher roles and are a fast-turnaround, convenient option for both candidate and organisation. Clients may rest assured that there is absolutely no compromise on the use of the best psychometric instruments in the marketplace for these lower to mid-level roles.

Training and Development

PSI also provides effective in-house training and development courses for organisations.