Psychometric testing is increasingly viewed as the best way to get a good company complement new recruits. simulado do detran
Mainly because recruitment is an expensive business it is very important to get it right first time and psychometric screening provides an useful help for recruitment but should just be used as part of an overall process. Poor selection decisions can bring about further recruitment costs, additional training and direction costs, reduced profit, decrease of competitive advantage, as well as damage to image and reputation.
As a candidate, going for a psychometric test now will forewarn you to what a company or recruitment agency will gain details about about you when you have a psychometric test for them. Reading your own psychometric report is a major help when writing your CV or preparing for an interview. If an applicant goes into an interview fully aware about their own faults and also to defend them and present their strengths, then the applicant is at a great advantage.
In theory, psychometric tests would be used as a pre-interview measure, to emphasize areas that the prospect should be quizzed on in interview. Having said that with regards to the type of position you are seeking, some employers prefer to go through the interview process and use the psychometric testing to validate their own impressions. The combo of competency centered interview and objective analysis techniques (psychometric testing) is the best way of predicting an individual’s appropriateness for a job. Tried out and tested human resources tools like interviewing the prospect and talking to people given as referrals are essential.
While hard skills testing and interview have long been part of staffing firms’ value-add idea, they alone are no longer enough to assurance your customers that the prospect will fit in the positioning or the work environment. Psychometrics have a valuable role to play but should be used in conjunction with a competency and biographical interview and potentially other exercises (case studies, team exercises etc) that give an improved insight to the candidate. They will even go so far as to supply trigger questions you are able to use in a a muslim interview – for example, someone may seem to be to be a very good networker but their attention to detail might show up to be lacking, which gives you an area to concentrate your interview questions on.