People Central L.T.D is a Hawkes Bay company concentrating on psychometric testing and assessment. A normal shopper will be an employer who is needing to hire an employee.
“The employer either brings us in at the beginning of the process or, because of a niggling feeling 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 discernment for the employer, specifically when the third party is qualified in psychometric testing!”.
In Evans experience, most companies hire somebody based on their ability, and fire them on the grounds of their personality, typically at considerable finance expense to the employer and emotional cost to the employee. Evans says “Psychometric testing falls into two main categories, personality questions measure aspects of personality and talent tests measure intellectual and reasoning ability. When it comes to recruitment, capacity testing is fantastic 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 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 types of psychometric testing People Central recommend would be specific to the job, but Evans says that a common capability test would cover: oral and numerical reasoning, abstract reasoning, clerical accuracy and ability to check, commercial proficiency, and technical ability. Personality tests identify applicants whose behavior aligns with behaviors associated with pre-eminence in a particular business. When undertaking psychometric testing for personality, the following factors can be identified: whether a candidate is likely to worth and support a business culture, competencies and desires; how they are probably going to interact with team-mates, clients, and providers; and how they are probably going to deal with the pressures and strains of the job.As for that petty feeling, Evans understands that employers can feel that they are in a steam cooker situation, “Often there is a deadline approaching, and a large amount of work to be done, otherwise companies feel that there’s a low pool of skills available in the community. “
Evans urges companies to bring in a professional to try psychometric testing, he asserts “The result is going to be invaluable for the employer”.
“The employer either brings us in at the beginning of the process or, because of a niggling feeling 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 discernment for the employer, specifically when the third party is qualified in psychometric testing!”.
In Evans experience, most companies hire somebody based on their ability, and fire them on the grounds of their personality, typically at considerable finance expense to the employer and emotional cost to the employee. Evans says “Psychometric testing falls into two main categories, personality questions measure aspects of personality and talent tests measure intellectual and reasoning ability. When it comes to recruitment, capacity testing is fantastic 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 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 types of psychometric testing People Central recommend would be specific to the job, but Evans says that a common capability test would cover: oral and numerical reasoning, abstract reasoning, clerical accuracy and ability to check, commercial proficiency, and technical ability. Personality tests identify applicants whose behavior aligns with behaviors associated with pre-eminence in a particular business. When undertaking psychometric testing for personality, the following factors can be identified: whether a candidate is likely to worth and support a business culture, competencies and desires; how they are probably going to interact with team-mates, clients, and providers; and how they are probably going to deal with the pressures and strains of the job.As for that petty feeling, Evans understands that employers can feel that they are in a steam cooker situation, “Often there is a deadline approaching, and a large amount of work to be done, otherwise companies feel that there’s a low pool of skills available in the community. “
Evans urges companies to bring in a professional to try psychometric testing, he asserts “The result is going to be invaluable for the employer”.
About the Author:
People Central is a specialist in psychometric testing and has an intensive network of experienced and professionally qualified folks in most New Zealand centers.
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People Central on Mental Testing and Recruitment People Central on Mental Testing and Recruitment
Article Source: http://magazine-articles.tumblr.com/post/65242897454
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