To support hiring decisions, there is a need to link the job description to comptencies requirement and the assessment tools for assessing if the candidates have the competencies.
In our view, whilst commercially available assessment tools such as personality tests generally has strong validity, it should be treated primarily as an indicator of behaviour. It should not be used in isolation to decide a ‘pass’ or ‘fail’ for any given job. Rather the results of the assessment should be used in conjunction with other data gathered from behavioural interviewing, CV and reference checks to form a holistic picture of the individual before a valid decision can be made. In this context, the personality measure should give focus to the interview, generating areas to research where competency gaps may exist.
We conduct job analysis to identify the job requirements, and then recommend appropriate tests to measure aptitudes and abilities related to the job.
- personality tests
- Verbal cmprehension and reasoning tests
- Numerical abilities
- Visual speed and accuracy
