People Central Ltd is a Hawkes Bay company focusing on psychometric testing and assessment. A common buyer will be an employer that is needing to hire an employee.
"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", asserts Steve Evans, Director and Founder of People Central. "Having an impartial third party on the selection panel provides great discernment for the employer, particularly when the third party is qualified in psychometric testing!".
In Evans experience, most employers hire persons based on their capability, and fire them on the grounds of their personality, typically at substantial fiscal expense to the employer and emotional cost to the employee. Evans says "Psychometric testing falls into two main categories, personality questions measure aspects of personality and aptitude tests measure intellectual and reasoning ability. When talking about recruitment, ability testing is fantastic for working out if an applicant has the core capabilities necessary for greatness in a job. Many bosses don't realise that it is a proven fact that interviews and reference checks alone don't make the grade when referring to determining someone's ability to accomplish the job. "
The sorts of psychometric testing People Central recommend would be specific to the job, but Evans asserts that a typical capability test would cover: oral and numeric reasoning, abstract reasoning, clerical accuracy and ability to check, commercial proficiency, and technical capacity. Personality tests identify applicants whose behavior aligns with behaviors associated with success in a selected business. When undertaking psychometric testing for personality, the following factors can be identified: whether a candidate is likely to worth and support a business culture, competencies and aspirations; how they are probably going to have interaction with team-mates, clients, and providers; and how they are likely to handle the pressures and strains of the job.As for that petty feeling, Evans understands that companies can feel that they are in a steam cooker situation, "Often 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 companies to bring in a professional to try psychometric testing, he is saying "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", asserts Steve Evans, Director and Founder of People Central. "Having an impartial third party on the selection panel provides great discernment for the employer, particularly when the third party is qualified in psychometric testing!".
In Evans experience, most employers hire persons based on their capability, and fire them on the grounds of their personality, typically at substantial fiscal expense to the employer and emotional cost to the employee. Evans says "Psychometric testing falls into two main categories, personality questions measure aspects of personality and aptitude tests measure intellectual and reasoning ability. When talking about recruitment, ability testing is fantastic for working out if an applicant has the core capabilities necessary for greatness in a job. Many bosses don't realise that it is a proven fact that interviews and reference checks alone don't make the grade when referring to determining someone's ability to accomplish the job. "
The sorts of psychometric testing People Central recommend would be specific to the job, but Evans asserts that a typical capability test would cover: oral and numeric reasoning, abstract reasoning, clerical accuracy and ability to check, commercial proficiency, and technical capacity. Personality tests identify applicants whose behavior aligns with behaviors associated with success in a selected business. When undertaking psychometric testing for personality, the following factors can be identified: whether a candidate is likely to worth and support a business culture, competencies and aspirations; how they are probably going to have interaction with team-mates, clients, and providers; and how they are likely to handle the pressures and strains of the job.As for that petty feeling, Evans understands that companies can feel that they are in a steam cooker situation, "Often 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 companies to bring in a professional to try psychometric testing, he is saying "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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