Hi, I am recruiting for a lot of large corporations. There seems to be a need to develop some custom psychometric tests, which will vary from company to company and role to role. I am struggling to find a starting point; any inputs will be of great help.
I have looked at IAR, OCEAN, PPA+/Thomas, but I'm not sure if this suffices the purpose for various roles.
Regards,
Stan
From India, New Delhi
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I have looked at IAR, OCEAN, PPA+/Thomas, but I'm not sure if this suffices the purpose for various roles.
Regards,
Stan
From India, New Delhi
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You could look at this in another way. You could use psychometric assessments from the personality profile, behaviors, and skills to see which of these are relevant to the job or role. In essence, we could use the same set of assessments, but the criteria of importance would change depending on the role. For example, creativity could be one of the parameters of importance for a person in Product Development; this parameter may not be important for someone performing an internal audit according to some set standards. Additionally, a single assessment gives only a partial idea of the person concerned; when we use three or more assessments, we are able to very accurately understand a person and how he/she would fit a particular role. Some of our clients have said that our interpretation of the results of the assessments is almost 100% accurate.
We use psychometric instruments from different companies for various requirements. There is really no need to develop another psychometric instrument. That is a time-consuming and difficult job.
Regards,
Suresh
From India, Mumbai
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We use psychometric instruments from different companies for various requirements. There is really no need to develop another psychometric instrument. That is a time-consuming and difficult job.
Regards,
Suresh
From India, Mumbai
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Psychometric Assessments.doc
Psychometric assessments for competency mapping.pdf