Understanding the psychometric profiles of your employees helps improve communication, cohesiveness, and productivity in your team.
Psychometric profiling can provide insights to measure an individual’s psychological attributes in different areas and generate measurable improvements.
There are various tools to create this measurement.
1. MBTI Workshop
Psychometric tests are used to identify a candidate's aptitudes, personality, or ability.
Tests have been established over many years and are often used with specific groups defined by age, prior educational level or type of job.
Most psychometric tests are performed online, although you may find some remain as hard-copy questionnaires. Some tests enable you to save your answers and return to complete the test at a later stage.
Check if you can go back and amend an answer before you begin a test, as some tests do not permit you to go back to a question once you have moved on.
2. DISC Workshop
These profiling tests are often used for preliminary screening as part of an assessment centre. Forget academia and concentrate on being yourself. Psychometric tests don't require right answers; they just call for you to respond honestly.
Personality tests aim to identify a personal type, and there are no 'right or wrong' answers. They often take the form of paired items or pictures that you are asked to choose a preference.
3. Emergenetics Workshop
To prepare for a personality test, you have to practice using tests so that you are familiar with the style and format of questions and answer questions honestly and without trying to guess what is the 'right' answer.
Aptitude or ability tests are those that are designed to assess your reasoning or cognitive ability; this test includes the psychometric profiling.
Remember, there are no right or wrong answers in personality tests, and aptitude tests are often used as a starting point for recruitment.
Psychometric profiling for your type of job or industry is a major concern here. Try to find out whether there are particular tests for your type of job or industry. Make sure you read the instructions carefully, work through briskly and accurately, don't try to guess the right answer and answer honestly.
Practice so that you're not distracted by the style or formatting of questions. Pay attention to what you're being asked but don't dwell for long – move to the next question if you're not sure.
Your careers or employability service may provide training or practice in a range of psychometric tests. Improving business performance through better ‘people decisions’ for selection, recruitment and development, are the key drivers of psychometric testing in the commercial world. Psychometrics offer the possibility of assessing a person’s underlying temperament.
Such characteristics explain the consistencies in a person’s behavior and, ultimately, they determine their comfort zone and their suitability for particular kinds of employment.
Assessments will indicate to what extent an applicant’s natural temperament matches the ideal profile for the job, and to what extent they might need to moderate, control, develop or compensate for their natural temperament to succeed in that role.
Such characteristics explain the consistencies in a person’s behaviour and, ultimately, they determine their comfort zone and their suitability for particular kinds of employment.
Psychometric profiling criteria are real factors in job performance, and therefore the selection of an appropriate test that assesses the key criteria for your position is critical.
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