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Please click on a question below to view the answer:

 

1. Why do companies use psychometric assessment?
2. Are companies legally allowed to use
psychometric assessments?
3. Does the assessment determine whether or
not I will get the job?
4. Tips on how to prepare for your psychometric assessment.

 

 

1. WHY DO COMPANIES USE PSYCHOMETRIC ASSESSMENT?

A psychometric assessment is a quick, standard way to obtain objective information about individuals and it allows for comparing people fairly.
Assessments provide information about traits that are difficult to gauge accurately in day to day encounters or in the traditional ways of information gathering such as interviews, etc.
When the output of an assessment is applied properly, it facilitates appropriate placement and development, which in turn serves to motivate and retain people.
The assessment output thus ads objectivity to selection and development processes.
Assessments can measure, amongst other aspects, individual capability, personality traits, development potential as well as ‘fit’ in terms of job-specific requirements and company culture.
It provides individuals with the opportunity to reflect on their strengths and their developmental needs, which in turn assist them in pro-actively planning their careers.
The ongoing and long-term use of assessment information is cost-effective and can assist in enabling a company’s HR strategy and hence its business vision.
In a selection context, assessment can improve accuracy by up to 40 – 50%.


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2. ARE COMPANIES LEGALLY ALLOWED TO USE PSYCHOMETRIC ASSESSMENTS?

Yes, as long as they abide by the laws, guidelines and ethical standards that govern the use of assessments.
These are put in place to protect the person who is being assessed and to ensure they are treated with dignity during and after the assessment. Furthermore, these laws and standards guide the conduct of companies who make use of assessments.
In essence the law stipulates that assessment tools should be valid, reliable, fair and unbiased in order to ‘qualify’ as psychometric tools.
In addition, the use and application of assessments should be monitored continually to ensure relevance, appropriateness and effectiveness.


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3. DOES THE PSYCHOMETRIC ASSESSMENT DETERMINE WHETHER OR NOT I WILL GET THE JOB?

No, because psychometric assessment results should never be considered in isolation.
The assessment results should be considered together with information obtained via interviews, reference checks, relevant experience and work performance in the past.
Assessment results per se should not solely determine whether an applicant is appointed or not.


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4. TIPS ON HOW TO PREPARE FOR YOUR PSYCHOMETRIC ASSESSMENT

Rest well (or as best as you can) the night before.
Make sure you know how to find your way to the venue.
Arrive early to ensure you don’t get stressed as a result of running late.
Ask questions during the assessment if you are unsure of anything.
Keep your spirits up during the assessment.
Pace yourself.
Ask for a comfort break if you feel you need one.
Work as quickly and as accurately as you can.
Remember that the psychological assessment is only one step in the selection process.
Keep an open mind: the best you can do is to give it your all!

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