Psychometric Testing advice

[DappaDonDave]

I work in recruitment...and although a useful tool for training purposes I.e. understanding learning styles, I'd put zero weight on the outcome of a psychometric test and use interviews and work based tests.

Then throw in curve ball questions to see if their approach fits the team. I.e. do they stick to policies or are they able to think on their feet!

 

[Iaing]

Are these used to determine whether or not the applicant is a nutter?

 

[DappaDonDave]

Are these used to determine whether or not the applicant is a nutter?

Usually the nutters are the best candidates

 

[louise_a]

years ago I applied for a job and was told I had got it but I needed to do a test before they could confirm the appointment. The test was full of strange questions. I never heard from them again!

 

[CMAC]

I work in recruitment...and although a useful tool for training purposes I.e. understanding learning styles, I'd put zero weight on the outcome of a psychometric test and use interviews and work based tests.

Then throw in curve ball questions to see if their approach fits the team. I.e. do they stick to policies or are they able to think on their feet!

As you are in recruitment you'll know that it's a profile not a test, they are very accurate and give a good insight into someone's behaviour in a work environment. Some people are just good at interview, this minimises the risk.

 

[DappaDonDave]

As you are in recruitment you'll know that it's a profile not a test, they are very accurate and give a good insight into someone's behaviour in a work environment. Some people are just good at interview, this minimises the risk.

Anyone who has done the training can cheat these things to get the best profile for the job. They are a useless tool and unnessessary. There are far more important things to base employment on.

 

[CMAC]

Anyone who has done the training can cheat these things to get the best profile for the job. They are a useless tool and unnessessary. There are far more important things to base employment on.

You really don't know much about these profiles, you can't 'cheat' it, you can try and influence the results but by doing so you will 'spoil' it. I assume it's volume or temp recruitment you have experience with?

You mentioned earlier you would rather use work based 'tests', you do realise these are work based!

 

[Hobbit]

Did a few of these about 10yrs back. Found them scaringly accurate - honest, she isn't under the patio she's on a gap year.

Done a lot of recruitment in the last 8yrs and not used them. We've based recruitment on 2 x interviews and 2 x technical exams. Not had a problem with axe murderers.

 

[Monty_Brown]

I am trying to understand the psychological implications of Smiffy giving a bump to a two-year old thread?

What was he looking for?