Blog: Psychometric Testing

  • Part Two of our Return on Investment (ROI) of psychometric testing series provided you with a formula you can use to work out whether the use of psychometric testing would be beneficial for your organisation. Part Three provides a practical work up of calculating the ROI of psychometric testing. In this example, the organisation is evaluating the success of their recruitment process with and without the …

  • Part One of this series outlined the broad value adds of psychometric testing for recruitment, but how do you know if it is right for you? The driving force behind most organisational practices are of course, Return on Investment (ROI). So, making the change to using psychometric testing can be a scary endeavour when your organisation is not using it already. It requires time, money, planning …

  • Part One: ROI of Psychometric Testing: Why use it?

    According to a study by Harvard University, approximately 80% of employee turnover can be attributed to mistakes made during the hiring process[1]. Contrary to popular belief, factors such as education, experience and job knowledge are not the most likely predictors of successful candidates[2]. As shown in the diagram below, psychometric tests such as personality and ability tests are the most effective way to predict candidate performance …

  • Do’s & Don’ts for unsupervised online assessment

      You’re applying for a new job, great the interview went well, you’re feeling positive… then the employer mentions psychometric testing, eek!!   Here are a few do’s & don’ts to help you through the minefield that is online psychometric testing!   Before testing Do – use the practice information that People Solutions will send you. For some tests, you can complete a practice test, for …

  • Psychometric Testing: Not just for recruitment

      The majority of our customers use psychometric testing for recruitment purposes. They use these tests to understand more about their candidate’s way of behaving on the job. While this is one of the best ways of using psychometric testing, there are many other purposes. Psychometric testing can provide individuals, managers and organisations with useful information at all points of the talent management cycle. We can …

  • Supervised VS Unsupervised Psychometric Testing

    Organisations big and small are using psychometric testing to select the right candidate, paying off in the long term with less turnover, more engagement and ultimately a better employee job and culture fit.