Psychometric 101

When should I use Psychometric Assessments with my staff?

Answer:

The widespread introduction of assessment tools can raise concerns among your employees if your organization doesn't communicate their purpose in an unthreatening way. As part of a change management or performance improvement strategy, assessments should be presented as a process of gathering information as both an effort to provide managers with a tool for better understanding employees' strengths and weaknesses, and as simply a matter of keeping thorough records. The key is process consistency, especially when evaluating candidates for promotion or lateral moves. Whenever it is discovered that an employee has not completed a profile, we suggest your human resources department request one as a required component for an up-to-date file.

Frequently Asked Questions

    General Inquiries

1. Which norm groups are used in your Psychometric Assessments? Where the assessment scores compared to other managers in the Middle East? UK? US? In same industry?

2. Are your Psychometric Assessments validated in the UAE and Middle East?

3. Can we link the competencies to our own competencies, i.e. upload them onto Profiles system?

4. Can we do a team analysis using your Psychometric Assessments?

5. Do the assessment reports provide us with probing questions to be used with the candidate during an interview?

6. Do you plan to upgrade and/or add new Psychometric Assessment solutions to what you currently have?

7. How Psychometric Assessments are administered?

8. Do we have to install a software to use your Psychometric Assessments?

9. What is the format/turn-around time of assessment reports?

10. What type of Psychometric Assessment reports are available?

11. Which cultures are your Psychometric Assessments suitable for?

12. What type of job seekers are your Psychometric Assessments suitable for?

13. Are the Psychometric Assessment questionnaires and reports available in Arabic?

14. Can the Psychometric Assessment be adapted in any way?

15. Are there any professional/scientific associations that endorses Profiles International?

16. What is the capability of your assessment systems to be integrated with other HR system, security of various organizations?

17. What is the usual downtime experienced with your servers - do they have the capability to support mass testing simultaneously?

18. What are the logistical expenses to deploy the tests and ability to scale up for mass hiring?

19. What inventory is being used for profiling the candidates' personality?

20. Does Profiles system support in-house validity studies by the organizations?

    For Hiring Managers

1. How will your Psychometric Assessments help me be more successful?

2. How does the Psychometric Assessment process work?

3. How do your Psychometric Assessments help me select the best people?

4. How do your Psychometric Assessments help me develop my people?

5. How easy is it for me to use your Psychometric Assessments? Will I require any specific training?

6. When should I use Psychometric Assessments with my staff?

7. How heavily will I need to rely on our HR department or outside psychologists?

8. How much time is required for a candidate to complete your Psychometric Assessments?

9. Will your Psychometric Assessments discourage good candidates from applying?

10. Do I need to take the Psychometric Assessments?

11. Are your Psychometric Assessments specific enough for my function and industry?

12. Are your Psychometric Assessments relevant and credible to me and to my peers?

13. Do your Psychometric Assessments have the flexibility to fit my needs?

14. Do your Psychometric Assessments really predict success?

15. How do we get started?