People Central L.T.D is a Hawkes Bay company specialising in psychometric testing and assessment. A normal customer will be an employer that is looking to hire a member of staff.
"The employer either brings us in at the beginning of the process or, thanks to a niggling feeling they're missing something, we come in at the end", says Steve Evans, Director and Founding figure behind People Central. "Having an impartial third party on the selection panel provides great insight for the employer, specifically when the third party is qualified in psychometric testing!".
In Evans experience, most bosses hire somebody based on their capability, and fire them on the grounds of their personality, typically at material fiscal expense to the employer and emotional cost to the employee. Evans says "Psychometric testing falls into two main categories, personality questions measure facets of personality and aptitude tests measure intellectual and reasoning ability. When talking about recruitment, capacity testing is fantastic for working out if an applicant has the core capabilities necessary for success in a job. Many bosses don't realise that it is a indisputable fact that interviews and reference checks alone don't cut the mustard when referring to determining someone's ability to get the job done. "
The sorts of psychometric testing People Central recommend would be restricted to the job, but Evans asserts that a standard capacity test would cover: oral and numeric reasoning, abstract reasoning, clerical accuracy and ability to check, commercial proficiency, and technical capability. Personality tests identify applicants whose behaviour aligns with behaviours associated with pre-eminence in a particular business. When undertaking psychometric testing for personality, the following factors can be identified: whether a candidate is likely to price and support a business culture, competencies and desires; how they are probably to engage with team-mates, clients, and providers; and how they are probably going to cope with the pressures and strains of the job.As for that petty feeling, Evans understands that companies can feel that they are in a pressure cooker situation, "Frequently there is a cut off point approaching, and a large quantity of work to be done, otherwise companies feel that there's a low pool of abilities available in the community. "
Evans urges employers to bring in a professional to try psychometric testing, he says "The result will be invaluable for the employer".
"The employer either brings us in at the beginning of the process or, thanks to a niggling feeling they're missing something, we come in at the end", says Steve Evans, Director and Founding figure behind People Central. "Having an impartial third party on the selection panel provides great insight for the employer, specifically when the third party is qualified in psychometric testing!".
In Evans experience, most bosses hire somebody based on their capability, and fire them on the grounds of their personality, typically at material fiscal expense to the employer and emotional cost to the employee. Evans says "Psychometric testing falls into two main categories, personality questions measure facets of personality and aptitude tests measure intellectual and reasoning ability. When talking about recruitment, capacity testing is fantastic for working out if an applicant has the core capabilities necessary for success in a job. Many bosses don't realise that it is a indisputable fact that interviews and reference checks alone don't cut the mustard when referring to determining someone's ability to get the job done. "
The sorts of psychometric testing People Central recommend would be restricted to the job, but Evans asserts that a standard capacity test would cover: oral and numeric reasoning, abstract reasoning, clerical accuracy and ability to check, commercial proficiency, and technical capability. Personality tests identify applicants whose behaviour aligns with behaviours associated with pre-eminence in a particular business. When undertaking psychometric testing for personality, the following factors can be identified: whether a candidate is likely to price and support a business culture, competencies and desires; how they are probably to engage with team-mates, clients, and providers; and how they are probably going to cope with the pressures and strains of the job.As for that petty feeling, Evans understands that companies can feel that they are in a pressure cooker situation, "Frequently there is a cut off point approaching, and a large quantity of work to be done, otherwise companies feel that there's a low pool of abilities available in the community. "
Evans urges employers to bring in a professional to try psychometric testing, he says "The result will be invaluable for the employer".
About the Author:
People Central specialises in psychometric testing and has an in depth network of experienced and professionally qualified people in most New Zealand centers.
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