Psychometric Tests

Psychometric Tests and Assessments
  • Boundless IOP

Psychometric Tests & Assessments
Psychometric Tests & Assessments 1920 1381 Boundless IOP
Psychometric Tests and Assessments in South Africa
The importance of psychometric tests and assessments in a changing world of work

Globalisation, hybrid-work environments, and mass employee resignation are trends that Industrial Psychologists and companies alike have experienced amidst the Covid-19 pandemic. These trends fuel the war on talent, referring to attracting, developing and retaining high performing talent that possesses the “right” skills and abilities for key positions to drive companies forward and keep them competitive. Finding (and keeping) the “right talent” with the required critical skills and abilities for key positions has been, and still remain a major stumbling block for companies.

How can your company ensure that you appoint (and retain) the best talent to achieve business success?

1.

Critically analyse key positions

Understand the key demands and requirements of high profile positions to determine the make-up of a “successful, high performing employee” when compared to the benchmark of effective employees in a particular position. Example aspects to consider include ability or aptitude, personality and behavioural traits, motivation and values, decision making capability, problem solving ability and stress management.

2.

Conduct industry and position-specific psychometric tests and assessments

Match the psychometric assessment battery and critical success competencies for a position as closely as possible to a “real world” situation. It is best practice to assess and measure individuals against the position they are applying for or occupying.

3.

Report comprehensively on data gathered

Psychometric tests and assessments provide a large quantity of data (or insights) about an individual, which, when interpreted and analysed correctly and translated into practical terms and actions, become extremely valuable – not only to the individual completing the assessment (from a developmental perspective), but also to the department in which the individual fulfils their role, and ultimately the overall company’s bottom line.

4.

Draw up a career and/or personal development plan (and update continuously)

Active and ongoing implementation of the results of the data gathered from psychometric tests and assessments sets a suitable individual up for success in their particular position. There is nothing that wastes more time and money and damages the reputation of a company as a poorly placed and/or developed employee. By adequately utilising the data gathered from psychometric tests and assessments you gain insight into what drives your employees’ decisions and behaviour, their areas of strength to capitalise on, and their development areas to create developmental actions for.

Boundless Industrial Psychology Consulting is proud to have access to a broad range of psychometric tests and assessments, implemented for various business requirements (such as for recruitment screening, selection, development, skills audits, or career pathing). We are committed to enhance the career outputs of individuals and increase the overall results of companies.
If you would like to have more information about our psychometric assessments service offerings, please contact us at admin@boundlessiop.co.za.
Enter your
text here