Psychometric Testing
Psychometric assessment provides an MOT of what goes on under the human bonnet. They can show the strengths and limitations within one person or compare one individual’s performance with other people’s. Thomas has been designing and delivering assessments to businesses for over 25 years.
Psychometric tests are a way of making hard-headed business decisions. They will increase your bottom line by decreasing staff turnover, identifying talent and creating a more efficient and productive organisation.
To learn how psychometric testing can have a radical impact on your business call us today on 01628 475 366 or email
info@thomas.co.uk
Psychometric testing looks at:
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Abilities: people's capacity to work with numbers, words, diagrams and systems
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Personality: how people are typically likely to act. This covers a huge range of aspects from people's motivations and values to how they react to authority and their honesty or integrity.
Mix and match these and you get dedicated tests for areas such as emotional intelligence, trainability, leadership, customer service orientation and how people think – areas that are directly related to particular jobs. Assess lots of people in your company and you can get an organisational profile: how well your teams work; what particular skills you lack; who’s going to fit in.
How are psychometric tests used?
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Recruit new staff
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Identify people with the potential to be promoted and developed
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Counsel staff who are under-performing
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Put teams together
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Coach senior managers
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Identify pressure points and areas of frustration within an organisation
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Decide on the best organisational structure
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Create incentive programmes that really motivate
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Contribute towards decisions about people individually or people in groups
Psychometric profiling can have a massive impact on all these areas.
Research shows that interviews, CVs, references and application forms are very bad at predicting whether people will succeed. Interviews are subjective because you are hugely influenced by your prejudices, likes and dislikes, sometimes without even realising it. If you think back, you’ll remember the great candidate who proved to be a complete disaster.
However, answers to a psychometric questionnaire should never be used in isolation - they provide only part of the picture. Interviews and other selection methods should be used alongside any assessment to build-up a 'complete' picture of each candidate.