Psychometric assessments aim to measure attributes like intelligence, aptitude
and personality, providing insight into how someone might cope with
stress, how well they work with other people, and how ambitious or
risk-averse they are.
The ultimate aim of occupational psychometric testing is to assist
people in finding where they can contribute most happily and productively.
In a candidate tight market the importance of psychometric assessments
are critical. It uncovers areas that are often not evident in interview
situations but come to the fore once a candidate has commenced employment.
Profiles has consulted with many occupational psychologists, human resource
executives, and other professionals to develop psychometric assessments and services which satisfy the modern needs of business.
Tests vs. Psychometric Assessments
Profiles is in the assessment business, not the testing business. Psychometric Assessments
are different from tests:
When Should Psychometric Assessments Be Used?
Why do Companies Use Psychometric Assessments?
- Tests are Pass/Fail while Psychometric Assessments are Informative
- Psychometric Assessments Provide Information To Make Better Decisions
Psychometric Assessments measure (assess) an individual's attributes and accurately
describe those attributes
When a person's attributes are known, they can be compared to the qualities
required by a particular job or profession. Thus, Job Match can be achieved.
- You Cannot Fail Who You Are
No one ever fails an assessment
- They want to hire the right person for the
- They want to hire dependable people
- They want to increase productivity
- They want to reduce the rate of
- They want to eliminate the costs of avoidable
- They want more effective use of their
- They want to achieve the efficiencies
that result from "Job Fit"
- They want to improve their decisions