Psychometric Assessment, psychological testing

Psychological Assessments

Psychological Assessments can be used as part of a robust recruitment and selection process, to assist in coaching and development planning or to facilitate team building.

Research has shown that people vary widely in their work productivity and ability to learn and that psychometric tests can effectively predict this variation (Campbell, 1996; Hartigan & Wigdor, 1989; Hunter & Hunter, 1984; Robertson and Smith, 2001). Research has also shown that the combination of Ability Tests and a valid Personality Questionnaire is the most reliable and cost effective method of selecting employees who will have the highest overall job performance.(Table One)

Leaders by Design Executive Coaching utilises a number of psychometric and personality assessment tools to measure personality, work preference and ability. With hundreds of reports available, we can almost certainly provide one to suit your specific needs.

TABLE ONE: ACCURACY OF SELECTION METHODS

Validity		Overall Job Performance
0.7	Ability Tests and Personality Questionnaire Ability Tests and Structured Interviews	(.65) (.63)
0.6	Work Sample Tests	(.54)
0.5	Structured Interviews Ability Tests Job Knowledge Tests	(.51) (.51) (.48)
0.4	Personality Questionnaire	(.40)
0.3	References	(.26)
0.2	Unstructured Interview Years of Job Experience	(.18) (.18)
0.1	Years of Education	(.10)
0.0	Age	(.01)

Source: Adapted from Robertson & Smith 2001 and Cook 1998 and taken from CPP

For more information call Kris Reynolds on 0434 284 249 or email kris@leadersbydesign.com.au