Assessment

In recruitment, the more evidence you can obtain to support your decision, the more likely you are to make the right one. Testing candidates provides you with quantifiable and objective data that an interview alone may not provide, and is a powerful tool in supporting your recruitment decisions.

Psychometric Testing is available in two main categories:

• Ability testing
• Personality / motivation questionnaire

Ability tests, and in particular aptitude tests, are the most frequently administered tests used in recruitment. These measure the ability of an individual to gain further knowledge or skills in a specific discipline, and are especially useful when dealing with large volumes of applicants.

Personality and motivational questionnaires are more common in senior appointments, where behaviours of an individual play a greater part in determining their future success.

Validity and Reasonableness

Before any testing is used as part of a recruitment process, it is critical that it is checked for its validity and reliability. It is also imperative that results are obtained in a reliable method to ensure consistency. Inappropriate testing is not only a waste of money and time, but will also act as a barrier to a successful recruitment and be detrimental to the candidate experience. For this reason, the testing bodies insist practitioners who administer tests and interpret the results must be licensed and accredited.

Why Watson Search Partners ?

You will get a consultant who is trained and accredited by the British Psychological Society. As licensed practitioners, we are able to offer the service of administering and interpreting testing as well as identifying which types of psychometric tests are appropriate for specific roles.

SHL Partner