They provide an evaluation of an individual’s skills, abilities, values and personality that enhance job selection procedures, as well as many other aspects of human resource work.
There are significant costs associated placing the wrong candidate in a role – in certain situations this can be as high 3x their annual salary. Assessments provide more information about an individual, and therefore allow a more informed decision as to their suitability for a position. This greatly reduces the risk of an incorrect placement.
Psychological assessments provide an objective account of an individual’s abilities, potential, behavioural style and interest.
Information obtained from an assessment provides a useful framework to understand an individual’s potential strengths and areas for development. Frequent use of assessment tools can ensure that consistent information is also obtained about a group of people who need to work together.
Relative to other methods of gaining information about an individual, psychometric assessments have been found to be valid predictors of an individual’s abilities and behaviour. When appropriately used, assessments provide predictive information about an individual’s capacity for training, and success on the job in the longer term.
Environment
When testing is being completed, the process is relaxed, informal, and simple. Candidates / staff members have a quiet room to themselves for an allocated time in which they can complete the tests in a relaxed environment without the distraction of other people around.
This process has proven to highlight the strengths individuals possess in their particular roles, potential for advancement, and areas in which an individual may be further developed to reach their full potential. Identifying these factors also enables cohesive teams to be formed, with each individual’s strengths complementing the team’s dynamics. The tests are also administered in a non-intimidating environment, and in most cases, there is no right or wrong answer – simply a comprehensive insight into the individual’s strengths, capabilities and potential. In most cases, testing is conducted as a tool for team building and talent planning and should not be used as a deciding factor of a person’s position.
Measures of Ability and Aptitude
Over sixty years of accumulated data supports the power of ability tests in predicting occupational and academic performance. 1st Executive provides a range of tests for reasoning ability as well as measures of technical, clerical and other aptitudes.
Measures of Personality and Values
Questionnaire-based measures of personality and values provide a fair, objective and cost-effective method of predicting likely behaviour in a wide range of settings. They allow you to collect evidence not readily available via other means to aid the assessment process. 1st Executive offers a comprehensive range of measures of personality and values, all of which have an extensive norm base and are supported by evidence of reliability and validity.
Personal Development & Career Guidance
As well as providing measures for selection and assessment, 1st Executive offers tests that can be used to facilitate personal development and careers guidance. 1st Executive has measures of psychological type and occupational interests, which can be used for personal development, team building, guidance and counselling.
Post-Testing Procedure
After testing is complete, 1st Executive will process the results - these are benchmarked against Australian norm groups. The norm group selected will be dependent upon the role and will be decided after consultation with the client.
A detailed report is then prepared and provided to the client and 1st Executive will provide additional interpretation of each individual report for clients.
For more information contact Jonelle Dunscombe at 03 8617 8100 or
