People Central Ltd is a Hawkes Bay company focusing on psychometric testing and assessment. A common shopper will be an employer that is needing to hire an employee.
"The employer either brings us in at the beginning of the process or, because of a niggling feeling that they're missing something, we come in at the end", says Steve Evans, Director and Founder of People Central. "Having an impartial third party on the selection panel provides great understanding for the employer, specifically when the third party is qualified in psychometric testing!".
In Evans experience, most employers hire people based on their ability, and fire them on the grounds of their personality, customarily at substantial fiscal expense to the employer and emotional cost to the employee. Evans announces "Psychometric testing falls into two main categories, personality questions measure facets of personality and ability tests measure intellectual and reasoning ability. When talking about recruitment, capacity testing is glorious for working out if an applicant has the core capabilities necessary for fulfillment in a job. Many bosses don't realise that it is a proven fact that interviews and reference checks alone don't cut the mustard when it comes to determining someone's ability to accomplish the job. "
The kinds of psychometric testing People Central counsel would be peculiar to the job, but Evans says that a standard capability test would cover: oral and numerical reasoning, abstract reasoning, clerical accuracy and ability to check, business proficiency, and technical ability. Personality tests identify applicants whose behaviour aligns with behaviors linked with pre-eminence in a particular business. When undertaking psychometric testing for personality, the following factors can be identified: whether a candidate is probably going to value and support a business culture, competencies and hopes; how they are probably to interact with team-mates, clients, and providers; and how they are probably to cope with the pressures and strains of the job.As for that niggling feeling, Evans understands that employers can feel that they are in a steam cooker situation, "Regularly there is a deadline approaching, and a large amount of work to be done, otherwise employers feel that there's a low pool of skills available locally. "
Evans urges bosses to bring in a professional to undertake psychometric testing, he says "The result will be invaluable for the employer".
"The employer either brings us in at the beginning of the process or, because of a niggling feeling that they're missing something, we come in at the end", says Steve Evans, Director and Founder of People Central. "Having an impartial third party on the selection panel provides great understanding for the employer, specifically when the third party is qualified in psychometric testing!".
In Evans experience, most employers hire people based on their ability, and fire them on the grounds of their personality, customarily at substantial fiscal expense to the employer and emotional cost to the employee. Evans announces "Psychometric testing falls into two main categories, personality questions measure facets of personality and ability tests measure intellectual and reasoning ability. When talking about recruitment, capacity testing is glorious for working out if an applicant has the core capabilities necessary for fulfillment in a job. Many bosses don't realise that it is a proven fact that interviews and reference checks alone don't cut the mustard when it comes to determining someone's ability to accomplish the job. "
The kinds of psychometric testing People Central counsel would be peculiar to the job, but Evans says that a standard capability test would cover: oral and numerical reasoning, abstract reasoning, clerical accuracy and ability to check, business proficiency, and technical ability. Personality tests identify applicants whose behaviour aligns with behaviors linked with pre-eminence in a particular business. When undertaking psychometric testing for personality, the following factors can be identified: whether a candidate is probably going to value and support a business culture, competencies and hopes; how they are probably to interact with team-mates, clients, and providers; and how they are probably to cope with the pressures and strains of the job.As for that niggling feeling, Evans understands that employers can feel that they are in a steam cooker situation, "Regularly there is a deadline approaching, and a large amount of work to be done, otherwise employers feel that there's a low pool of skills available locally. "
Evans urges bosses to bring in a professional to undertake psychometric testing, he says "The result will be invaluable for the employer".
About the Author:
People Central specialises in psychometric testing and has an in depth network of experienced and professionally qualified people in most New Zealand centers.
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