People Central Ltd is a Hawkes Bay company focusing on psychometric testing and assessment. A typical shopper will be a company who is wanting to hire a member of staff.
"The employer either brings us in at the beginning of the process or, due to a niggling feeling that they're missing something, we come in at the end", announces Steve Evans, Director and Founder of People Central. "Having a unbiased third party on the selection panel provides great discernment for the employer, specifically when the third party is qualified in psychometric testing!".
In Evans experience, most employers hire people based on their capacity, and fire them on the grounds of their personality, usually at considerable finance expense to the employer and emotional cost to the employee. Evans claims "Psychometric testing falls into two main categories, personality questions measure facets of personality and ability tests measure intellectual and reasoning capability. When talking about recruitment, capacity testing is excellent for working out if an applicant has the core capabilities necessary for fulfillment 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 talking of determining someone's ability to get the job done. "
The types of psychometric testing People Central counsel would be peculiar to the job, but Evans says that a standard ability test would cover: oral and numeral reasoning, abstract reasoning, clerical accuracy and ability to check, business proficiency, and technical capability. Personality tests identify applicants whose behavior aligns with behavior linked with success in a selected business. When undertaking psychometric testing for personality, the following factors can be identified: whether a candidate is probably going to price and support a business culture, competencies and hopes; how they are likely to have interaction with team-mates, clients, and providers; and how they are probably going to cope with the strains and strains of the job.As for that niggling feeling, Evans understands that companies can feel they are in a pressure cooker situation, "Often there is a deadline approaching, and a fair quantity of work to be done, otherwise employers feel that there's a low pool of talents available in the neighborhood. "
Evans urges bosses to bring in a professional to try psychometric testing, he asserts "The final result is going to be invaluable for the employer".
"The employer either brings us in at the beginning of the process or, due to a niggling feeling that they're missing something, we come in at the end", announces Steve Evans, Director and Founder of People Central. "Having a unbiased third party on the selection panel provides great discernment for the employer, specifically when the third party is qualified in psychometric testing!".
In Evans experience, most employers hire people based on their capacity, and fire them on the grounds of their personality, usually at considerable finance expense to the employer and emotional cost to the employee. Evans claims "Psychometric testing falls into two main categories, personality questions measure facets of personality and ability tests measure intellectual and reasoning capability. When talking about recruitment, capacity testing is excellent for working out if an applicant has the core capabilities necessary for fulfillment 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 talking of determining someone's ability to get the job done. "
The types of psychometric testing People Central counsel would be peculiar to the job, but Evans says that a standard ability test would cover: oral and numeral reasoning, abstract reasoning, clerical accuracy and ability to check, business proficiency, and technical capability. Personality tests identify applicants whose behavior aligns with behavior linked with success in a selected business. When undertaking psychometric testing for personality, the following factors can be identified: whether a candidate is probably going to price and support a business culture, competencies and hopes; how they are likely to have interaction with team-mates, clients, and providers; and how they are probably going to cope with the strains and strains of the job.As for that niggling feeling, Evans understands that companies can feel they are in a pressure cooker situation, "Often there is a deadline approaching, and a fair quantity of work to be done, otherwise employers feel that there's a low pool of talents available in the neighborhood. "
Evans urges bosses to bring in a professional to try psychometric testing, he asserts "The final result is going to be invaluable for the employer".
About the Author:
People Central is a specialist in psychometric testing and has an intensive network of experienced and professionally qualified folks in most New Zealand centers.
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