Helping people and businesses sell better

Best Practice

To get the most value out of psychometric assessments when applied to your selection process we suggest you consider these important points:
  1. Use as part of a selection process: The right psychometric assessments are a great asset to any Recruitment or Selection process however they should never be used in isolation, instead they are best used in concert with other validated selection tools such as structured behavioural interviews, competency based simulation exercises or role plays , culture & values Interview, and structured reference checks where findings can be cross referenced against core criteria that have been established as relevant to the job and culture in question.

  2. Predictive Ability: Psychometric assessments should account for no more than 20% of your decision making criteria.  They can never be 100% predictive of performance and if anyone claims an assessment, by itself, can have predictive ability over 60% they are not being truthful.  Sadly, many people rely on overly simplistic grid type assessments that are not predictive of sales success nor purpose built for sales recruitment and are even less reliable than 'gut' feel.

  3. Purpose Built: Use recruitment grade psychometric assessments that have been purpose built to measure specific qualities, abilities or attributes.  Quality assessment tools will present information and inform you of the following:

    1. Relevant: Make sure the assessment(s) is designed for use in selection for a 'normal' (rather than clinical) population, is calibrated to the appropriate level (e.g. management, supervisory, entry level) and has occupational context i.e. sales.
    2. Practical: Make sure the test/questionnaire is easy to administer, undertake and score.  Check what facilities and equipment are required to complete the assessment and how quickly reports can be generated.
    3. Technical quality: Technical information is typically presented in a test manual and hence, the absence of a test manual should raise some doubts.  In terms of technical properties, you need to consider: Reliability, Validity and Norm groups (these are common technical terms used in psychometrics).  All genuine assessments will provide this data. Wading through statistical information can be dry and confusing for some people.  If that includes you, seek the assistance of a Psychologist or other person familiar with the correct use of psychometrics.  If you decide to ignore technical evidence, because it all seems too hard, it could be at your peril.
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