At Forrester Partners we seek to apply the insights gained from the use of psychometric tests in a value added and commercially relevant manner. We do not see assessment or testing as the panacea in all situations, but will recommend the use of specific tools when they add data and depth to the decision making process.
There are two types of psychometric tests, these are personality and ability.
Ability tests measure a persons potential, for instance to learn the skills needed for a new job or to cope with the demands of a training course.
Click here for an example of measuring Aptitude for Business Learning Exercises.
Personality is a particular pattern of behaviour and thinking prevailing across time and situations that differentiates one person from another. When we ask why we do what we do (Why do we behave the way that we behave?), the answers are either personality variables or environmental variables, or some combination of both.
Individual tests are among the best single predictors of job performance and are even more powerful when combined with other tests or interviews. They provide an objective and fair method of selecting and developing staff and help to remove bias and discrimination.
Click here for an example of assessing personality types.
The proven benefits of using psychometric tools include:
- Increased objectivity in senior selection and development
- Improved individual and interpersonal effectiveness
- Enhanced teamwork and organisational performance
We use psychometric tools in
- Selection and assessment
- Individual and leadership development
- Team building
- Organisational change and development
We will discuss with you the various merits of the different tests on offer, dependent on your situation needs and specific requirements.