Psychometric Test
Our partnerships with Profiles International and Thomas International ensures that we can bring you the best Psychometric tests for use in Recruitment, for Executive Coaching and Development, and Team Building.
Our psychometric tests are suitable for:
- Recruitment & Selection
- Team Building
- Employee & Executive Development
Background to Profiles International & Thomas International Tests
The Profiles International psychometric tests were developed in the US in the 1950's and since then have been continually tested and updated to ensure their reliability as a predictor of workplace behaviour. Hundreds of validity studies across a broad range of jobs, industries and countries confirm they are reliable, accurate, free from bias and excellent predictors of behaviour.
Profiles International complies with guidelines issued by the US Federal Equal Employment Opportunity Commission (EEOC), the American Psychological Association (APA) and the Society of Industrial and Organisational Psychology (SIOP).
The DISC Profile from Thomas International has received a Certificate of Registration from the British Psychological Society (BPS) to confirm it meets all psychometric requirements for use as a psychological tool.
Profiles International and Thomas International psychometric tests can only be administered by HR professionals who have completed intensive training in their use.
Which Psychometric Tests are Best for my Company?
Each of the psychometric tests that we use have different applications and different purposes. Deciding which one suits you best could involve reviewing the information below and then having an initial Free conversation with us wher we identify your needs and suggest possible options. We would then meet and review options in more detail.
Our psychometric test are described below.
The DISC or Personal Profile Analysis - For Hiring and for Executive & Team Development
The DISC Profile or Personal Profile Analysis measures behavioural tendencies related to work pace, people/task orientation, emotional needs, personal style, preferred orientation towards problems, people, policy and procedure, etc.
It is fast, accurate and cost effective.
It takes 7-10 minutes to complete (online or paper-based).
It is very good for hiring, and for executive or team development.
It has a braod range of applications in hiring and has a wonderful facility to compare interview candidates against an ideal profile thus enabling you to see candidates fit to the ideal.
The Profile XT - For Recruiting Managers and Senior Leaders
The Profile XT is a comprehensive psychometric test that measures the job-related qualities that make a person effective in the job. It measures:
- The Total Person
- Occupational Interests
- Thinking and Reasoning Style
- Behavioural Traits
It is used for recruitment and promotion fit / succession planning.
When used for recruitment, it is best used for hiring managers, leaders and project managers.
The test takes about 1 hour to complete.
The Sales Indicator - For Hiring Sales People
The Sales Indicator is a psychometric test for identifying people with the attributes for success in selling.
It measures 5 key qualities that make successful salespeople:
- Competitiveness
- Persistence
- Self Reliance
- Energy
- Sales Drive
It also helps predict performance in the following critical sales behaviours:
- Prospecting
- Closing Sales
- Call Reluctance
- Self Starting
- Teamwork
- Building & Maintaining Relationships
- Compensation Preference
It is best used for the recruitment of sales people.
The test takes about 20 minutes to complete.
The WorkForce Compatability Report - For Developing Effective Working Relationships Between Bosses and Employees
The WorkForce Compatability Report is a powerful tool for assessing the compatability between a boss and his/her individual employees and therefore for coaching either / both parties in how to enhance the effectiveness of their relationship.
It is a comprehensive psychometric test that measures:
- The Total Person
- Occupational Interests
- Thinking and Reasoning Style
- Behavioural Traits
The test takes about 1 hour to complete.
The Personal Profile Analysis or the Performance Profile Indicator for Team Building and Team Analysis
Teams can analysed using the Personal Profiles Analysis (PPA) or the Profiles Performance Indicator (PPI) and the resulting output can be used for 1-1 coaching and short team building and bonding sessions, where the emphasis is on enjoyment and learning about the motivatio0nal and communication styles of others.
Which psychometric tool is used (the PPA or PPI) is largely dependentant on personal preferences regarding reporting style and budget.
This method of team building - combining an individual psychometric report with an team building and bonding session - is particularly effective.
How are the Tests Administered?
They can be administered online or paper based.
Online is very simple - we send you a link and a password for online copmpletion of the test.
What's the Turnaround Time?
Reports can generally be produced within 24-48 hours. We would be pleased to discuss your needs and agree service levels with you.
What Reports Do I Get?
Depending on which test is completed and what you are using it for, a range of reports are produced which include:
- Placement Report - indicating the candidates fit/suitability for the position
- Interview Guide - probing questions prepared for the interviewer
- Coaching Report - to guide a Coach/Manager in how best to manage, support and coach a team mamber or coachee
- Individual Report - for the individual and Coach/Manager to aid their development and coaching
- Management Report - where the organisation is specifically looking for a range of reports to aid management decision-making
- Team Analysis - for a Team Leader to aid the recruitment and building of an effective team
- Candidate Report - available to a candidate after interview (suitable for use under current Irish legislation)
- Training Needs Report - identifying training needs
Unique Ability to Benchmark Top Performers and Match New Candidates to the Ideal Profile
The psychometric tests from Profiles International and Thomas International have a unique feature which allows you to create a profile of your top performers and then to see which candidates best match the ideal profile.
For example, you may want to hire some new sales people. You already have a number of outstanding performers and you wish you had more like them. Have your top performers to complete a Profile Sales Indicator and based on the results create an ideal profile for the position.
Then have the final candidates for the sales position complete a Profile Sales Indicator. Our reports will tell you how close a fit each candidate is to the ideal profile.
Case Studies
RETAIL CHAIN USES PSYCHOMETRICS FOR HIRING SALES STAFF
A nationwide based retail chain with over 10 stores with plans to open more stores each year wanted to hire more "sales" orientated Customer Service staff in the new stores.
They asked their top 6 sales/customer service staff to complete a Sales Profile online. A benchmark for the ideal person was created.
Candidates at the final interview stage for the Sales/Customer service role then completed the Sales Profile online.
Our report showed the company the % fit of that candidate to the role. A breakdown in each area was provided and a list of questions to probe the candidate at his/her final interview was provided.
NATIONWIDE FOOD COMPANY USE PSYCHOMETRICS FOR HIRING MANAGERS AND DEVELOPING ASSISTANT MANAGERS
A nationwide company wanted to determine which of their Assistant Managers should be further developed so that down the line they would be reday for the Manager role in the stores.
They also wanted to ensure when hiring Managers that they were hiring people with a good fit for the Manager role in this organisation.
We profiled the top 6 Managers to get a benchmark for the "ideal" Manager. Then all Assistant Managers were profiled and those with an 80% fit or more were given mentoring and development support with the aim of developing them into the Managers role with a year.
When hiring new Managers, candidates for final interview were profiled and those with an 85% fit or more were considered for a Manager position.