People Central Ltd is a Hawkes Bay company focusing on psychometric testing and assessment. A normal buyer will be a company who is looking to hire a member of staff.
"The employer either brings us in at the beginning of the process or, because of a niggling feeling that they are missing something, we come in at the end", announces Steve Evans, Director and Founding figure behind People Central. "Having a unbiased third party on the selection panel provides great discernment for the employer, especially when the third party is qualified in psychometric testing!".
In Evans experience, most companies hire someone based on their ability, and fire them on the grounds of their personality, customarily at substantial finance expense to the employer and emotional cost to the employee. Evans says "Psychometric testing falls into two main categories, personality questions measure facets of personality and aptitude tests measure intellectual and reasoning ability. When referring to recruitment, ability testing is excellent for working out if an applicant has the core capabilities necessary for fulfillment in a job. Many employers don't realize that it is a fact that interviews and reference checks alone don't make the grade when talking of determining someone's ability to get the job done. "
The kinds of psychometric testing People Central counsel would be restricted to the job, but Evans announces that a standard capability test would cover: oral and numerical reasoning, abstract reasoning, clerical accuracy and ability to check, commercial proficiency, and technical capability. Personality tests identify applicants whose behaviour aligns with behaviours linked with success in a selected business. When undertaking psychometric testing for personality, the following factors can be identified: whether a candidate is likely to value and support a business culture, competencies and aspirations; how they are probably to interact with team-mates, clients, and providers; and how they are likely to deal with the pressures and strains of the job.As for that paltry feeling, Evans understands that bosses can feel that they are in a pressure cooker situation, "Regularly there is a cut-off point approaching, and a large quantity of work to be done, otherwise employers feel that there's a low pool of talents available locally. "
Evans urges companies to bring in a professional to undertake psychometric testing, he says "The result will be invaluable for the employer".
"The employer either brings us in at the beginning of the process or, because of a niggling feeling that they are missing something, we come in at the end", announces Steve Evans, Director and Founding figure behind People Central. "Having a unbiased third party on the selection panel provides great discernment for the employer, especially when the third party is qualified in psychometric testing!".
In Evans experience, most companies hire someone based on their ability, and fire them on the grounds of their personality, customarily at substantial finance expense to the employer and emotional cost to the employee. Evans says "Psychometric testing falls into two main categories, personality questions measure facets of personality and aptitude tests measure intellectual and reasoning ability. When referring to recruitment, ability testing is excellent for working out if an applicant has the core capabilities necessary for fulfillment in a job. Many employers don't realize that it is a fact that interviews and reference checks alone don't make the grade when talking of determining someone's ability to get the job done. "
The kinds of psychometric testing People Central counsel would be restricted to the job, but Evans announces that a standard capability test would cover: oral and numerical reasoning, abstract reasoning, clerical accuracy and ability to check, commercial proficiency, and technical capability. Personality tests identify applicants whose behaviour aligns with behaviours linked with success in a selected business. When undertaking psychometric testing for personality, the following factors can be identified: whether a candidate is likely to value and support a business culture, competencies and aspirations; how they are probably to interact with team-mates, clients, and providers; and how they are likely to deal with the pressures and strains of the job.As for that paltry feeling, Evans understands that bosses can feel that they are in a pressure cooker situation, "Regularly there is a cut-off point approaching, and a large quantity of work to be done, otherwise employers feel that there's a low pool of talents available locally. "
Evans urges companies to bring in a professional to undertake psychometric testing, he says "The result will be invaluable for the employer".
About the Author:
People Central specializes in psychometric testing and has an extensive network of experienced and professionally qualified folk in most New Zealand centers.
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