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4 Reasons to Profile Prospective Employees
Profiling provides a thorough and comprehensive assessment of a person’s strengths, weaknesses and styles, giving you important information so you won’t overlook a candidate who would actually excel in the role. Personality Profiling and Psychometric Assessments will help you:
- Hire Top Performers
- Avoid Costly Hiring Mistakes
- Identify & Develop Leadership Skills of Supervisors and Managers
- Expose the individuals natural communication, sales, management style
1. The Statistics
It has been proven in studies that the correlation between the ability to deliver well in a job interview and the ability to do well on the job is just 14 %. In other words when you are looking for staff, you generally only end up with one good employee out of every seven people you hire. For example, in a sales role, a superior person should perform up to 20% better than an average person on the same salary.
2. Risk Involved
Skills gained, degrees studied for, results checked along with references are tangible, but temperament is far harder to judge or even notice during interviewing. By combining psychometric assessment tools with your current practice, the information gathered on your prospective candidate, will help ensure you make an informed risk assessment, before making an offer.
3. Cost
The cost involved with training, and time to rectify a mistake made when hiring a person not compatible with the position are enormous. The aim of a recruitment process is to select superior rather than average performers and as a result, the cost of a more robust assessment process is recouped over and over again by the fact that you have built a team of high performing individuals.
4. Competitive Edge
In times of economic downturn these assessments are a great way for a business to assess their existing teams, identify key staff, and assist in the management and coaching of their team more effectively and productively. This enables them to achieve results and ensure they remain competitive in an uncertain market.
Personality profiling
By placing the right person in the job from the start, you eliminate costly hiring mistakes, and improve effectiveness in the workplace.
Every job requires a specific behavioural style for it to be completed successfully, the person whose behavioural style and talent matches the profile of the position will do that job the best. They’ll be the perfect ‘fit’ for the job.
Personnel Placements are affiliated with a wide range of Psychometric and Personality Evaluation Companies.
DISC Personality Report
Written in plain and easily understood language, DISC reports focus on accurately describing the individual’s behaviour, as well as capturing the general “spirit” of a person’s profile. This profile covers areas such as the candidates communication style, how they make decisions, their motivation, and managing style. It covers how the candidate builds relationships, and how they cope with pressure. This provides a guideline for the candidate in Sales, Technical, Service and Management capacities. These reports also provide interview questions for further probing.
OPP (Occupational Personality Profile)
The OPP measures nine core traits that are of particular relevant in occupational assessment. The OPP provides a detailed assessment of interpersonal style, thinking style and patterns of coping with stress. This personality assessment predicts role characteristics, preferred career themes, management and selling styles. It also provides some areas to probe in interviews.
15 FQ+ (Fifteen Factor Questionnaire)
The 15FQ+ questionnaire provides a comprehensive assessment of personality by fully implementing the well-established Big Five Personality Factors, which can be calculated from the 16 primary scales. This personality assessment gives an extensive report which gives a full personality analysis covering work ethic, interpersonal and client relationship skills and personal motivators and drivers. The report covers the individual’s strengths, areas for development, Belbin team type, subordinate style, leadership style and communication style.
JTI (Jung Type Indicator)
Developed as a modern alternative to the Myers-Briggs Type Indicator, this test assesses personality within the framework of Jung’s type theory of personality. By providing a readily accepted and non-threatening framework for addressing work, interpersonal, management and teamwork issues, it is ideal for individual assessment and development, career counselling, team- building and organisation development. The JTI assesses a person’s psychological type using the categories first proposed by C. G. Jung.
Aptitude Assessments
Aptitude assessments are used to gauge the ability to solve abstract, verbal, quantitative, mechanical, and spatial problems. They are designed to measure a Candidates ability in several key areas that are necessary to be successful in the role. Assessments are often given to assess candidates ability and likelihood to learn the necessary skills to fulfil the requirements of the role. However these assessments can be used to establish where strengths and weaknesses lie allowing employers, to match a person’s abilities with a role.
GRT1 (Graduate Reasoning test)
A comprehensive and accurate measure of mental ability, the GRT1 is designed to assess applicants for graduate, managerial and professional roles, and other jobs that require an above average level of reasoning ability. Research in the area of intelligence testing has repeatedly demonstrated that three aptitude domains most consistently correlate with general reasoning ability: verbal, numerical and abstract reasoning ability (Heim, 1970). Consequently the GRT1 is specifically developed to assess these domains of ability.
GRT2 (General Reasoning test)
A comprehensive and accurate measure of mental ability, the GRT2 test is specifically designed to assess applicants for roles that require a general level of reasoning ability. These include general administrative, accounting and junior financial roles, as well as technician roles. Research in the area of intelligence testing has repeatedly demonstrated that three aptitude domains most consistently correlate with general reasoning ability: verbal, numerical and abstract reasoning ability. Consequently the GRT2 is specifically developed to assess these domains
Verbal Reasoning: This test measures verbal fluency, vocabulary and the ability to reason using words.
Numerical Reasoning: This test measures the ability to use and understand numerical concepts, to reason using numbers and perceive logical relationships between them.
Abstract Reasoning: This test measures the ability to understand abstract logical relationships and reasoning new information outside the range of previous experience. This is the purest form of mental ability and is least affected by previous education and achievement.
IPT (Industrial Proficiency Test)
The Industrial Proficiency Test (IPT) is a robust measure of cognitive ability specifically designed for warehousing, factory and process orientated jobs. This assessment is ideally suited to individuals with a basic level of education and includes measures of Numerical and Symbolic reasoning, Written Instructions and Checking. Various options are available for test administration, including computer-based or paper and pencil testing.
Following Instructions: Measures proficiency in following written, tabular and diagrammatic instructions and people’s ability to understand and follow work processes, checklists and timetables.
Numerical Test: This test consists of items which assess people’s basic understanding of such things as number sequences, numerical transformations, and their ability to perform basic numerical computations
Checking Test: Measures attention to detail using words, as well as numeric and graphical images such as barcodes.
Symbolic Reasoning: Measures the ability to make sense of visual information as well as learning potential.
