PSYCHOMETRIC ASSESSMENT FOR THE PURPOSE OF RECRUITMENT

Introduction

“Psychometric” means “mind measurement” and gives the Psychologist the opportunity to obtain information which is not obtainable in any other manner (i.e. by an interview).  Psychometric testing has been found to be the most successful method of predicting future performance. 

The Employment Equity Act (No. 55 of 1998) prohibits unfair discrimination and provides the following information with regards to psychometric testing:

“Psychometric testing and other similar assessments of an employee are prohibited unless the test or assessment being used:

 

  • Has been scientifically shown to be valid and reliable;

  • Can be applied fairly to employees; and

  • Is not biased against any employee or group”.

 

It is therefore of the utmost importance that the assessment process is done in a professional manner.  Beyond Consulting makes use of psychometric tests which are classified by the HPCSA (Health Professions Council of South Africa) as psychometric instruments and are guided by the ethical principles of the HPCSA.

 

In order to use psychometric assessment successfully for recruitment purposes, the requirements for the position need to be very clear.  The first step in our process would be to understand the exact requirements for the position.  The job description for the position will thus be reviewed to identify the key competencies (knowledge, skills and personal attributes required for the position). 

 

The selection of the psychometric assessment instruments is based on the requirements for the position.  Thousands of options are available in terms of the selection of psychometric assessment instruments.  Most positions require testing on two instruments (a personality questionnaires and one integrity measuring instrument), with the addition of one or two more instruments specifically related to the skills required for the position (e.g. a clerical test for clerical positions or a test of mechanical reasoning for technical positions).

 

Benefits of psychometric assessment for recruitment

There are numerous benefits to using psychometric testing for recruitment purposes. To name only a few:

  • Improves the efficiency of the recruitment process by identifying the most suitable candidates early on in the recruitment process thereby reducing the time and money spent on unsuitable candidates;

  • Results in more informed recruitment decisions being made by providing additional objective information about a candidate;

  • Proven to work better than interview alone meaning less emphasis is placed on the skill of the interviewer (who may not be a recruitment specialist); and

  • Psychometric testing has been found to be the most successful method of predicting future performance.

 

Psychometric Assessment Battery

It is difficult to give an outline of a psychometric assessment battery, as for each position there are different psychometric assessment that can be used.  Personality and integrity are normally two aspects that are relevant to most positions. An example of a test battery is illustrated below.  

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

In addition to the above, it might be required to add an additional instrument that is specifically related to the relevant job.  The nature of the instrument will be determined based on the requirements for the position.  The table below shows case examples of these instruments.

 

 

 

 

 

 

 

 

 

 

 

 

 

Feedback

Our Psychometric Assessment Reports provide comprehensive feedback on the results of the Psychometric Assessment. Feedback to clients and/or candidates can be provided on request.  

 

Costing

Please contact us to discuss your unique requirements and to obtain your customised quotation.

 

 

 

Brief Explanation
Instrument
16 PF
(16 Personality Factor)
IMI
(Integrity Measuring Instrument)
The 16PF is a comprehensive measure of the basic traits comprising normal adult personality.  This instrument measures levels of warmth, reasoning, emotional stability, dominance, liveliness, rule-consciousness, social boldness, sensitivity, vigilance, abstractedness, privateness, apprehension, openness to change, self—reliance, perfectionism and tension.
The Integrity Measuring Instrument (IMI) is developed in South Africa and measures integrity by concepts such as: honesty, truthfulness, sincerity, honour, principle, morality, virtue, goodness and purity – the opposite thereof being dishonesty.  The IMI provides a valid and reliable measure of integrity.  There are degrees of integrity, like there are degrees of integratedness.  The more integrated a person is in terms of his thinking, norms, standards, attitudes, expectations, convictions, emotions, morals and behavioural dispositions, the more predictable, consistent, reliable and accountable the person is in his or her feelings and behaviour.  The opposite is also true.
Position
Example of Instrument
Management Position (MD, Director or CEO)
Draughtsman or Engineer
Clerk or Administrator
Sales Person
Sigma Sales
ACER Clerical
ACER Mechanical Reasoning Instrument
Workplace Personality Index (WPI) Leadership Report