EESUK.EU 

Executive & Educational Services Ltd

Psychometric Assessment 

 Finding the right person for the right job via the most direct route is what every employer wants. Increasingly, psychometric testing is instrumental in helping organisations achieve this goal.

Two-thirds of medium to large organisations use such testing alongside traditional methods such as interviewing, references and test centres. Moreover, it is estimated that nearly half of UK managers applying for a job sit some form of online test.

The whole point of pyschometric testing is that it presents a snapshot of your potential and while you cannot 'study' for it, having a measure of yourself enables you to more realistically and successfully go forward in terms of job applications or career development.

EES only uses qualified professionals to carry out psychometric tests to ensure that only the highest quality advice and practice prevail. We use psychmetric tests as an integral part of :

Individual tests for selection or development purposes

Management and career development programmes

Individual coaching and mentoring

Psychometric tests can compare one individual's performance with other people's or show what are the relatively strong and weak areas within one person.

True psychometric tests look at three basic areas:

Abilities: people's capacity to work with numbers, words, diagrams and systems

Attainment: what people actually know about an area

Personality: how people are typically likely to act.

This covers a hugh range of aspects from people's motivations and values to how they characteristically react to authority and their honesty or integrity.

You can achieve dedicated tests of areas such as emotional intelligence, trainability, leadership, customer service orientation and how people think - areas that are directly related to particular jobs.

In assessing staff in an organisation you can gain an organisational profile: how well teams work; what particular skills are lacking; who is going to fit in.

Tests are used to recruit new staff; identify people with potential to be promoted and developed; counsel staff in performance terms; put teams together; coach senior managers; identify stress factors in an organisation; decide on best organisational structure; create incentives that really motivate - any decision about people individually or people in groups.