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The Thinking Cap

Tips, tricks and solutions from the team at PSB Solutions. We offer solutions in regards to people, safety, and business.

Getting the Right Person for the Job

PSB Solutions - Monday, January 19, 2015

For many people, hiring staff can be a hit and miss affair. Maybe you interview your candidate, speak to their old managers and, more than you’d like to admit, you listen to your “gut feel”. This approach can lead to good hiring decisions; it can also lead to the employee from hell. Psychometric Assessments, however, offer an objective assessment device that allows you to assess potential candidates on a range of relevant abilities and personal characteristics, and compare them against a large pool of similar individuals.

Why use Psychometric Assessments?

In a fast-changing and increasingly competitive market place, selecting, developing and retaining the best talent is vital for long-term success. Likewise, avoiding the costs associated with hiring the wrong candidate is also important. To ensure the best available talent is being hired, more and more businesses are using psychometric assessments to guide their recruitment process. The reason for this is simple: psychology research consistently shows that abilities assessments are a strong predictor of future job success, when used in combination with interviews, reference checks, bio data and assessment centres (Schmidt and Hunter, 1998).

The Assessments

To assess candidates’ potential performance, and to identify the most talented individuals already working for you, PSB Solutions offer a series of assessments that can be utilised and customised to the specific job type and organisational culture. PSB Solutions assessment suite includes:

  • Personality assessments. These are used to identify desirable traits required for the job (such as team work, stress management etc.).
  • Aptitude and ability assessments (graduate and manager level). These are used to provide insight into how well the candidate can manage the intellectual demands of the job position.
  • Career preferences. These are used to support decision making in terms of career development.
  • Values and motives. These are used to provide insight into how a person's values and motivations may impact their success within a job role.

If you would like to know more about how psychometric assessments can improve your selection and recruitment process, do not hesitate to give one of our friendly staff members a call on (08) 6272 3900.

References

1. Schmidt, F.L. and Hunter, J.E. (1998). The validity and utility of selection methods in personnel psychology. Practical and theoretical implications of 85 years of research findings. Psychological Bulletin, 142, 262-274.