It is so easy to employ the wrong people

Employing or promoting the wrong person to a job doesn’t help anyone. Getting the right people doesn’t have to be that difficult when you can benchmark the position and evaluate your candidates against it. Psychometric assessment has been used since the early part of the 20th century and were originally developed for use in educational psychology. These days, outside of education, you are most likely to encounter psychometric testing as part of the recruitment or selection process. Tests of this sort are devised by occupational psychologists and their aim is to provide employers with a reliable method of selecting the most suitable job applicants or candidates for promotion.

Psychometric tests aim to measure attributes like intelligence, aptitude and personality. They provide a potential employer with an insight into how well you work with other people, how well you handle stress, and whether you will be able to cope with the intellectual demands of the job.

Psychometric testing is now used by over 75% of the Times Top 100 companies in the UK. Information technology companies, financial institutions, management consultancies, local authorities, the civil service, police forces, fire services and the armed forces all make extensive use of use psychometric testing.

A psychometric test must be:

• Objective: The score must not be affected by the testers’ beliefs or values
• Standardized: It must be administered under controlled conditions
• Reliable: It must minimize and quantify any intrinsic errors
• Predictive: It must make an accurate prediction of performance
• Non Discriminatory: It must not disadvantage any group on the basis of gender, culture, ethnicity, etc.

The Psychrometric testing is carried out by one of our trained staff at our premises at White Lion Walk in Banbury. This service is supplied on request on each candidate at no additional charge.