There’s only so much you can tell from a CV.

It’s the interview that really allows you to explore what a candidate can bring to your business. Right? Well, not quite.

We believe that good recruitment is a combination of art and science. The art comes from a recruiter’s expertise and intuition. The science comes from proven frameworks and processes.

Psychometric assessments add a further layer of science to the recruitment and interview process, by analysing aspects of a candidate that a face-to-face meeting simply cannot.

Either conducted as part of an interview, or in advance online, they enable you to analyse a candidate’s professional behaviour as well as their general intelligence and ability to cope with a range of workplace tasks.

 

The key tools that we use are:

 

Personal Profile Assessment (PPA)

Thomas International’s PPA analyses a person’s workplace behavioural characteristics and is presented in the familiar DISC format.

It compares this against their behaviour under pressure, allowing you to confirm the best possible cultural and team dynamic fit for your role and company.

Profiles can also be compared against sample results from existing staff to ensure the most effective match.

 

General Intelligence Assessment (GIA)

How quickly can a candidate adapt to change and how well do they retain new skills and procedures?

How well can they work accurately and at speed?

The GIA test answers this by analysing the mental agility and logical reasoning capacity of a candidate.

Carried out under strict time limits, this online test (and its paper-based equivalent, TST, for use on large groups) provides a range of measures which can be compared to the requirements of any specific role.

 

When should these assessments be used?

Psychometric tests are used to great effect for positions where cultural fit is particularly important, or where there is a specific team dynamic/skillset that needs a precise match. They can be used early on in the recruitment process as a way of screening, or they can be used later to determine better fits between similarly experienced candidates.

Jumar’s team of recruitment professionals has been using these tests for many years and instinctively know which test to use and when. For more information, please contact ben.harvey@jumar-solutions.com

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