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Human instinct has little better ability to predict who will be successful than rolling a dice, and interviews a predictive validity similar to putting applicant names in a hat and pulling one. Good psychometric assessments however can give a predictive validity of around 0.6 – 0.7. They can reliably predict who will be your best performers. In practical terms, 17 of the 20 best performers on the tests will prove to be above average job performers. Definitely better than gut feel.[/vc_column_text][/vc_tab][vc_tab title=”Education Level May Not Indicate Abilities” tab_id=”def1430111750-2-52″][vc_column_text]
Psychometrics are standardised. They give all candidates the same opportunity to demonstrate their reasoning abilities, skills and behavioural competence, regardless of where they obtained their matric or degree from. Psychometrics ensure that all candidates are treated fairly and measured against a common yardstick.[/vc_column_text][/vc_tab][vc_tab title=”Organisational Gains” tab_id=”1430112207792-2-1″][vc_column_text]The use of psychometrics can lead to substantial gains for an organisation in terms of increased output and efficiency, better quality staff, higher morale, more effective performance, lower training costs and reduced turnover. Independent studies show that those using assessments in both pre-hire (talent acquisition) and post-hire (talent mobility) see:
– Revenue +12 % and profit + 11 % per FTE **
– 47 % greater hiring manager satisfaction
– 15 % greater 1st year retention
– 18 % greater new-hire performance
**Full-time equivalent (FTE) is a unit that indicates the workload of an employed person in a way that makes workloads comparable across various contexts. An FTE of 1.0 is equivalent to a full-time worker, while an FTE of 0.5 signals half of a full work[/vc_column_text][/vc_tab][vc_tab title=”Positive Employer Brand” tab_id=”1430112264858-3-6″][vc_column_text]
Globally, 52% of organisations across 14 countries now use online assessments.
A fair selection process creates a powerful first impression of an organisations brand. As does a professional, easy to use, technologically streamlined online assessment process. Use both to help to position you as an employer of choice[/vc_column_text][/vc_tab][vc_tab title=”No Psych Babble” tab_id=”1519024069975-4-1″][vc_column_text]Our psychometric reports are designed to provide data on the key behaviours and abilities required for success in the role. They are not full of psych babble. They are beautifully designed, succinct and relevant to the role. They include a talent match score, based on your organisations decision model, comparing candidate results against those criteria identified as key. 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