Psychometric testing for employee selectionAllworth Juniper is committed to the use of best practice in selection and predicting future capability. In light of research internationally, there is clear evidence of the value (fairness, predictive capability, cost effectiveness) of psychometric testing in selection and promotional decision-making, particularly when the tests measure job-related competencies. At Allworth Juniper, we are discerning about the tests we use, drawing only on those that have been developed through sound research processes. Cognitive ability, personality, behavioural, and motivational measures are chosen to assess the specific attributes required in the target job. Focusing on customer needs, we provide immediate feedback to facilitate the selection process. Our competency-based reports provide useful information to guide reference checking and management of the successful candidate. Candidate care is a core feature of our service. We provide a comfortable atmosphere for candidates to complete the assessment and offer them detailed verbal feedback on their results. For further information on psychometric testing, please see Psychometric Assessment in Selection and Development, under the News and Information section of the site or download our brochure on Psychometric Assessment. Behavioural assessmentBehavioural assessments are another popular method of assessing candidates for job positions. The types of behavioural assessments Allworth Juniper typically use include in-trays, leaderless group discussions, presentations, role-plays, and strategic planning and team decision-making simulations. While we are accredited to purchase and use a variety of off-the-shelf tools, Allworth Juniper also has the capability to design and customise exercises to meet company-specific objectives. These activities, together with the rating forms, can be customised to the competencies for the roles or job families being assessed. Assessment CentresThe assessment centre is an economical method of assessing a high volume of candidates who are applying for the same or multiple roles. Although the emphasis is on behavioural assessment techniques (e.g., business games, in-tray exercises, team problem-solving, presentations etc.), we also use other assessment methods such as psychometric testing and behavioural interviewing. Assessors are trained in skills of behavioural observation, performance evaluation and giving feedback constructively. Our assessment centres are designed around a thorough analysis of the competencies and performance expectations for the specific role for which candidates are being assessed. For further information, please download our brochure on Assessment Centres.
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