Psychometric Testing

In an ideal situation, the outcomes of recruitment should be clear. The candidate goes through a rigorous screening process for the job. CV screening, interviews and referee checking are all carried out and at this point, there are two outcomes.

There's the TRUE POSITIVES - where your individual is brought on board and goes on to become a high performer. Or there's the TRUE NEGATIVES - where a candidate who is unlikely to achieve high performance is successfully identified and is not selected.

However, an ideal situation may not necessarily occur in every selection process. There may be unforeseen or unconsidered events which can impact on the decision and in six months time you wonder why your new staff member has never achieved their potential. In other words a FALSE POSITIVE - someone who looked right at the time but never fulfilled their promise.

Or alternatively, you ‘turn off' someone who doesn't seem to fit the role requirements - whether skills, experience or personality. And six months down the track you hear that they are the star performers for the opposition. This would be a FALSE NEGATIVE - someone who looked wrong but was in fact right.

For every role, Assessment can provide additional information to assist in recruiting a good performer and more critically, can assist in identifying those candidates who have the potential to be a superior performer over mediocre candidates. Additionally, it can identify candidates that on the surface look great for a role, but may have underlying gaps or mis-matches against the requirements of the roles that are not readily spotted during the selection process. Gaps and mis-matches such as undesirable personality traits and behaviours, lack of ability, lack of motivation or poor team or organisational fit, unacceptable behaviour under pressure etc.

Building Recruitment have partnered with Grafton Consulting Group and together we have a "toolbox" of psychometric assessments that can provide information on all of the above as well as numerous other personality traits and behaviours. We can also assess leadership potential and identify and highlight where the possible danger areas or "gaps" could be against the competencies required for high performance in a role. And from the ability assessments, we can measure expertise in such areas as numerical reasoning, decision making, strategic thinking, communication, verbal analysis, mechanical & spatial reasoning, technical ability, IT skills and many more.

For more information call us today!