Robust psychometric assessments are excellent at uncovering candidates’ likely behaviours in the work context and can reveal attributes that the individual may be able to hide in an interview. Employee assessment is as part of a robust "best practice" recruitment process.
Schmidt, Oh & Shaffer (2016) found the two combinations with the highest multivariate validity and utility to predict on the job performance were GMA (IQ test) and an integrity test (mean validity of .78) and GMA (IQ test) and a structured interview (mean validity of .76).
The above prices are an estimate and prices may vary based on different test costs and the type of reporting required. Please contact us for an exact quote based on your requirements. All the above fees are quoted in NZ dollars and exclude GST and disbursements. There is an additional charge for test administration for ability tests administered outside of Auckland.
We can customise our psychometric assessment solutions, and one cost effective option we have used is for our clients to do some of or all of the administration in-house, once trained in test administration and standardisation.
If you would like to know about specific psychometric assessments and their suitability for different roles click here
Unlike an interview, where candidates can practice and can take the focus off their weaknesses, psychological assessment is excellent at revealing attributes about an individual that they may not want a prospective employer to know.
The aim of a recruitment process is to select superior rather than average performers and as a result, the cost of a more robust assessment process is recouped over and over again by the fact that you have a high performing individual and team.
The information gathered through psychometric assessment is one piece of the recruitment picture and provides valuable information which adds to the overall picture of a candidate.
By using robust psychometrics as one of a number of tools to gather data on your candidate, you are more likely to uncover their strengths and weaknesses and make an informed risk assessment.
Should the assessments reveal information that may affect their performance in the role, we recommend reference checking or interviewing around these results to ascertain the impact on previous performance.
While we all have strengths and weaknesses, sometimes people are considered for a role which will be a major stretch for them and their abilities.
As the model below shows we want to reduce the number of Incorrectly Hired and Incorrectly Rejected candidates.
The most sophisticated recruitment process that takes assessments to the next level is High Performance Modelling.
This is where the organisation assesses high and low performers and these results can be used to model the ideal preferences and attributes it takes to be successful in a chosen role or culture.