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A scientifically proven method to access candidates aptitude and behaviors and indicate weather they’d perform better in a role
Our team at Inject use psychometric assessments that have been used for decades and validated across thousands of users across the globe. We don’t just conduct and interpret these tests for you – we give you clear and transparent feedback on candidates’ performance.
While other recruiters have an understanding of the theory and research, very few have directly seen the results play out in the workplace. Because of our partnership with the HR company Beyond HR, we continue to work closely alongside business managers to see if these test scores come to fruition. We monitor candidate progress including writing assessment reports, all of which have spelt out to us in black and white the effectiveness of these assessments.
We can give you key insight into a candidate’s strengths and areas of development, giving our inside knowledge on how they can be best managed throughout the recruitment process.
It’s our job at Inject to use these assessments in conjunction with phone and behavioural interviews to predict the probability of a candidate performing well for your company. Inject provides many evaluation processes that can be incorporated into the recruitment process. Some of our best methods include, but are not limited to:
These assessments are for any small to medium businesses that are challenging their industry and/or provide premium products or services. They are made available not only to our Recruitment Process Outsourcing partner businesses but also as a stand-alone product for businesses who can clearly identify the benefits they have in the recruitment process.
Most people make their recruiting decisions based on gut instinct. However, by incorporating psychometric assessments into your recruitment process, you can make an informed decision based on facts and evidence that you are employing the best candidate available.
Psychometric testing can uncover many blinds spots other methods miss. This can put your company streets ahead of the rest when it comes to recruiting top talent. Psychometric testing will identify if a candidate is suited to the specific role, what sort of behaviours you can expect from them in the workplace and what their aptitude will be like when it comes to learning and solving problems.
Although there are many types of psychometric tests available, they all share a common objective. Job applicants are assessed in order to evaluate how a candidate will potentially perform in a position and to predict what store of behaviours they might exhibit.
These tests usually include questions that evaluate personality traits, attitudes, skills and knowledge. These questions can be delivered in a range of formats depending on what the client deems important to perform successfully in the role. These could include: verbal reasoning, numerical reasoning and critical thinking amongst others.
Employers are likely to hone in on candidates whose personality traits are congruent with the requirements of the job. For example: candidates for an Account Executive role in an advertising company would usually be required to demonstrate excellent client management skills, the ability to communicate effectively and manage their time.
In short, yes! Psychometric testing is commonly used among ASX200 companies and is increasingly being used in small to medium-sized businesses as a way to effectively assess candidates.
