object(WP_Post)#6148 (24) {
  ["ID"]=>
  int(11258)
  ["post_author"]=>
  string(1) "5"
  ["post_date"]=>
  string(19) "2016-07-12 16:54:24"
  ["post_date_gmt"]=>
  string(19) "2016-07-12 06:54:24"
  ["post_content"]=>
  string(2284) "Psychometric testing is designed to find job relevant information about you which an interview wouldn't be able to do by assessing and appraising in a highly complex and subjective process.

These tests are absolutely nothing to dread – they are not introduced to uncover any character flaws or find any reason that a candidate may not be right for a role.

When hiring people traits such as personality, intelligence, attitude, and beliefs are important characteristics to measure and assess. It also benefits team members by allowing them to understand themselves and their relationships with others.

The style and format of psychometric tests are designed to ensure they cannot be manipulated and are extremely useful to assess certain types of "hidden", less obvious attributes as well as what truly motivates a person to succeed.

However these tests are not designed to only benefit prospective employers. The benefits of testing for job seekers include:
  • It provides a level playing field and chance to show what you are really good at;
  • Helps you find a job you’ll love and allows you to avoid jobs that will make you unhappy;
  • Allows you to gain a real insight into your strengths, weakness, motivators and preferred working styles so you'll make informed decisions about your work and life;
  • Helps you develop your career; and
  • Serves as an opportunity for less confident individuals to really shine.
There are never right or wrong answers as psychometric results compare your ability levels to a ‘normal’ expectation for a demographic group chosen by the employer or test provider. Regardless of which part of the recruitment process a psychometric test is incorporated, it should always be considered as just one aspect – and not the decision making tool. When utilised properly, psychometric testing should be used as a means of confirming what prospective employers already suspect … that they have in fact found the right candidate for the job - and that a candidate has found a job that is truly right for them. What are your thoughts on psychometric testing? Tweet me @StephW_CP." ["post_title"]=> string(54) "Can Psychometric Testing Help You Find Your Dream Job?" ["post_excerpt"]=> string(135) "When hiring people traits such as personality, intelligence, attitude, and beliefs are important characteristics to measure and assess." ["post_status"]=> string(7) "publish" ["comment_status"]=> string(4) "open" ["ping_status"]=> string(6) "closed" ["post_password"]=> string(0) "" ["post_name"]=> string(53) "can-psychometric-testing-help-you-find-your-dream-job" ["to_ping"]=> string(0) "" ["pinged"]=> string(0) "" ["post_modified"]=> string(19) "2016-07-13 08:40:49" ["post_modified_gmt"]=> string(19) "2016-07-12 22:40:49" ["post_content_filtered"]=> string(0) "" ["post_parent"]=> int(0) ["guid"]=> string(37) "http://www.coxpurtell.com.au/?p=11258" ["menu_order"]=> int(0) ["post_type"]=> string(4) "post" ["post_mime_type"]=> string(0) "" ["comment_count"]=> string(1) "0" ["filter"]=> string(3) "raw" }

Psychometric testing is designed to find job relevant information about you which an interview wouldn’t be able to do by assessing and appraising in a highly complex and subjective process.

These tests are absolutely nothing to dread – they are not introduced to uncover any character flaws or find any reason that a candidate may not be right for a role.

When hiring people traits such as personality, intelligence, attitude, and beliefs are important characteristics to measure and assess. It also benefits team members by allowing them to understand themselves and their relationships with others.

The style and format of psychometric tests are designed to ensure they cannot be manipulated and are extremely useful to assess certain types of “hidden”, less obvious attributes as well as what truly motivates a person to succeed.

However these tests are not designed to only benefit prospective employers. The benefits of testing for job seekers include:

  • It provides a level playing field and chance to show what you are really good at;
  • Helps you find a job you’ll love and allows you to avoid jobs that will make you unhappy;
  • Allows you to gain a real insight into your strengths, weakness, motivators and preferred working styles so you’ll make informed decisions about your work and life;
  • Helps you develop your career; and
  • Serves as an opportunity for less confident individuals to really shine.

There are never right or wrong answers as psychometric results compare your ability levels to a ‘normal’ expectation for a demographic group chosen by the employer or test provider.

Regardless of which part of the recruitment process a psychometric test is incorporated, it should always be considered as just one aspect – and not the decision making tool.

When utilised properly, psychometric testing should be used as a means of confirming what prospective employers already suspect … that they have in fact found the right candidate for the job – and that a candidate has found a job that is truly right for them.

What are your thoughts on psychometric testing? Tweet me @StephW_CP.

Tags:

Leave a Reply

Your email address will not be published. Required fields are marked *