Psychometric testing
When it comes to filling a job, as most recruiters know, it can be a difficult task to make the right choice. Quite often application forms, references and interviews are not sufficient to predict whether or not someone will succeed in an organisation. Equally some interviewees may genuinely not know what their strengths are.
There are also interviewees who are skilled at presenting themselves well in an interview situation but who, in a work situation, do not perform to the level suggested at interview. Some can also be very good at painting a positive picture of their past work when in fact they have been under pressure or struggling. There is also the risk with interviews that the interviewer will be influenced by their own preconceptions.
In such scenarios psychometric testing can be invaluable and is the key reason why, Thorn Baker now carry out Personal Profile Analyses (PPAs) for all of its candidates. The PPAs have been developed by leading provider of business assessment testing tools, Thomas International, to specifically test a person’s personality and behaviour and Chris Thorne of Thorn Baker has become a licensed practitioner to carry out the tests.
PPAs are designed to highlight a person’s suggested strengths and limitations and compare their individual behaviour with that of another, providing a real insight into how they behave at work. They give unbiased assessments of an individual in order to find the right fit for all parties involved, and are used to interpret how people are likely to act covering a wide range of aspects from a person’s motivations and values, to how they characteristically react to authority and their honesty and integrity.
Thorn Baker usually asks candidates to complete a PPA questionnaire in between their first and second interview. The resultant profile, although not the only deciding factor in whether a candidate will be successful or not, can throw up some valuable insights and questions for the second interview. Often these tests simply reinforce a view formed at first interview, but they can point to some important behavioural characteristics for discussion. The profile can even point to a candidate feeling frustration in their current role, or hint that they may be feeling that they are not be performing as well as their current boss would like. This is a vital area to probe particularly if that candidate is looking to work in a similar role.
Such tests can also be used to identify people with the potential to be promoted and developed, counsel staff who are under-performing, put teams together, coach senior managers, identify pressure points in a company and put together the best organisational structure.
They can be used to improve staff retention and enable more effective people management. For instance by studying a PPA, a manager can moderate the way they might deliver a certain message given the suggestions of how the individual might respond to different styles of delivery. Existing staff can also be asked to complete a new PPA as part of staff review. This could show up any frustrations the employee may be feeling and can open up a conversation to resolve these before they become too problematic.
Beyond PPAs, Thomas International offer the Emotional Intelligence Questionnaire which measures emotional competences in the workplace which in turn can help an organisation manage its people better, equip managers with the skills they need to be more successful, facilitate more productive teams and enable better communication throughout the organisation.
It is also possible to carry out aptitude and ability tests that predict a person’s development potential, such as how quickly they are likely to learn and retail new skills and procedures.
According to Chris such tests can benefit the candidate in two main ways. At the interview stage the assessment provides an objective and fair way to decide if they are going to be right for the role. In a development context they can help identify their potential for promotion.
They are also beneficial to the organisation. They are a great way to help make the right business and recruitment decisions first time, creating a more efficient organisation.
For more information contact Chris Thorne, a director at Thorn Baker on 0115 947 2005. www.thornbaker.co.uk
Monday 4th August 2008
