Before you can recruit the right person you need to understand not only the candidate’s personality profile but that of the role profile itself. When you match the Candidate Profile against the Job Profile, you establish how good a ‘fit’ the candidate is for the job and whether or not they should be hired.
Job and Candidate Profiling
Why Use Job and Candidate Profiling?
This will help you to make good and avoid poor hiring decisions and paying the price later with the headaches of managing poor performance, and disciplining or dismissing someone.
What Does Job and Candidate Profiling Do?
The job profile provides an objective view of the characteristics required for success in a particular role. The candidate profile helps you understand the candidate’s personality. When you match the two, you will get a report on the candidate showing a ‘Goodness of Fit’ result.
What Reports are Provided?
A detailed Personal Profile report on the candidate with graphs and scores, a ‘goodness of fit’ report, and an interview guide, are provided.
Recruitment for all roles can be greaty enhanced using psychometric testing. Firstly, you 'benchmark' the role - identify the key knowledge, skills, behaviours and attitudes to perform successfully in that role. Based on this "identikit" - the ideal profile - candidates at the recruitment stage can be assessed using a suitable psychometric test. The candidates results will be compared to the "identikit" for the role and a "match pattern" or "goodness of fit" will be established.
This means that the psychometric tests can be applied specifically to your organisation - it's culture and competencies- and specifically to what is required to successfully perform in each role in the organisation.
Types of Personality Test
A range of personality tests are available for:
- recruitment and selection for a wide variety of job roles at different levels in the organisation
- personal and executive development
- team development
Personality Profile - What's Available?
Personality tests available include the Personal Profile Analysis and DISC.
Academic achievement, whilst undoubtedly playing a large part in selection decisions, is not a truly effective measure of a person’s mental ability and potential.
Aptitude Tests, Intelligence Test, Reasoning Test
The General Intelligence Assessment (GIA) measures a person’s fluid intelligence. It is completed online. The 5 intelligence tests are an accurate and reliable predictor of a person’s development potential - how quickly they can learn and retain new skills and procedures.
They include tests for:
- perceptual speed
- number speed and accuracy
- spatial visualisation
- word meaning
Aptitude tests and intelligence tests provide an indication of how much potential an individual has, how quickly they learn, and what their 'fluid intelligence' is rather than 'educational intelligence'. Thus, they predict real potential not measured through academic achievement.
Contract us for further information.