PSYCHOMETRIC TESTING / ASSESSMENTS
Psychometrics is essentially a field of scientific study. The ‘metric’ part refers to measuring, while the ‘psycho’ part refers to a person’s mental abilities.
"Successful people use their strength by recognizing, developing, and utilizing the talents of others"
Zig Ziglar
What is Psychometric Testing / Assessments?
Psychometrics is essentially a field of scientific study. The ‘metric’ part refers to measuring, while the ‘psycho’ part refers to a person’s mental abilities. To put it simply, it is a valid and reliable way to identify talent ....
Why use Psychometric Testing / Assessments?
The key advantage of psychometric testing is that it’s constructed and validated by qualified psychologists. This make the results far more reliable than those of any test you might find by searching for a ‘personality quiz’ on Google...
Other benefits of Psychometric testing / Assessments?
It is affordable? It is efficient? It is effective? ...
The types of Psychometric tests / assessments used:
At Talent Toledo we will only administer psychometric tests that are registered with the Health Professions Council of South Africa, meaning that the tests are valid, unbiased, and fair for use in South Africa...
What is Psychometric Testing / Assessments?
Psychometrics is essentially a field of scientific study. The ‘metric’ part refers to measuring, while the ‘psycho’ part refers to a person’s mental abilities. To put it simply, it is a valid and reliable way to identify talent. The word psychometric might seem a little intimidating, however I can assure you that these clever assessments are nothing to be afraid of. Psychometric testing and assessments are impersonal, standardised and objective measurements of cognitive abilities, motivation, interests, personality traits and behaviours, emotional intelligence, among others.
Why use Psychometric Testing / Assessments?
- The key advantage of psychometric testing is that it’s constructed and validated by qualified psychologists. This make the results far more reliable than those of any test you might find by searching for a ‘personality quiz’ on Google.
- A key factor of psychometric testing which is cognitive ability tests were found to be the best predictor after work sample tests (observing an applicant performing the actual job task). Whilst work sample tests make great indicators, it is not practical given the large volume of people that apply for jobs.
- Years of education, amount of job experience and age seem to have little – if any – impact on how well a candidate will perform at work. Therefore, the psychometric test is a level playing field: when assessing a person’s suitability for a given position, relying on qualifications, experience and the interview alone can lead to costly errors of judgement. Assessments provide a fair, accurate and unbiased insight when comparing different candidates’ strengths, workplace behaviour, ability to adapt and potential to succeed in a role. Having a clear picture of some-one’s cognitive ability and their personal approach to work is incredibly beneficial for high-performing organisations. The results of a psychometric assessment can make the decision making process a whole lot easier whether to fill a position or to move an employee up the ranks
- Scientific research has confirmed it: psychometric assessment can help you determine the most suitable candidate for a job offer or promotion. For example, Schmidt and Hunter (1998) revealed that the information from resumes and application letters are often the least effective indicators of a candidate’s potential to successfully fulfil a role.
Other benefits of Psychometric testing / Assessments?
- It is affordable
These online assessments are very affordable compared to labour-intensive manual processes, particularly given the superior outcomes they deliver.
Considering all these advantages, it’s easy to see why more and more forward-thinking companies are adopting online psychometric tests as their primary tool for screening applicants. For many recruiting agencies and hiring managers, psychometric testing is now a key part of their recruitment methodology. - It is efficient
Online psychometric testing is an exceptionally efficient method. In almost no time at all, you can work out which of your candidates are worth moving forward to the next phase.
And no matter how many applicants you have to consider, they can all be evaluated simultaneously in just seconds. It’s easy to see how this approach is less stressful and more cost-effective than any traditional method. - It is effective
When cognitive ability tests are combined with structured interviews, the outcome is the same as when they are combined with work sample tests. This is an extremely valuable statistic for any hiring manager, recruiter or business owner.
The types of Psychometric tests / assessments used
At Talent Toledo we will only administer psychometric tests that are registered with the Health Professions Council of South Africa, meaning that the tests are valid, unbiased, and fair for use in South Africa. Psychometric tests / assessments are guided and controlled by the following legislation:-
- Health Professions Act (56 of 1974);
- Labour Relations Act (66 of 1995);
- Employment Equity Act (55 of 1998); and
- Constitution of the Republic of South Africa Act (108 of 1996)
At Talent Toledo, we will make use of the following tests / assessments:
- Ability tests: verbal, numerical or abstract reasoning ability
Personality: understand how people behave in the work environment, how they prefer to interact with other others, deal with rules and procedures and solve problems - Emotional Intelligence: understand how well candidates can identity and manage their own and other people’s emotions
- Work Safety Assessment: identify people who are more likely to behave safely at work and avoid risky behaviour
- Integrity Assessment: identify whether a candidate is likely to be trustworthy and reliable
- Skills Tests: Basic Skills assessment e.g., typing, telephone and Microsoft Assessments
Levels of assessment
Please note the battery of assessments chosen are based on the position as well as the seniority of the position. We assess from lower entry level up to Senior and Executive levels.
Did you Know?
The use of assessment measures can be traced back to ancient times. One of the first recordings of the use of an assessment procedure for selection purposes can be found in the Bible in Judges Chapter 7 verses 1 to 8. Gideon observed how his soldiers drank water from a river so he could select those who remained on the alert (Foxcroft & Roodt, 2005)
Get in touch
Phone : +27 (0) 11 786 3688
Cell : +27 (0) 79 504 1077
Email : Renuka@talent-toledo.com
75 Homestead Road
Glen Atholl
Sandton
2090