stanindia
Hi, I am recruiting for lot of large corporations, there seems to be a need to develop some custom psychometric tests which will vary from company to company, role to role. I am struggling to find a starting point, any inputs will be of great help.
I have looked at IAR, OCEAN, PPA+/Thomas but not sure if this suffice the purpose for various roles.
Regards,
Stan

From India, New Delhi
mani_pooja
70

Dear Stan,

Greetings from Central Test!

Trust you are doing well.

We at Central Test provide scientifically validated assessments; customized training and consulting services which are suitable to all kinds of companies.

Our psychometric solution helps you in:

Recruitment

Employee Evaluations

Training Development

Career management & Skills Assessment

Our personality and aptitude tests help you to reduce recruitments costs, save valuable time and increase productivity.

I take this opportunity to invite you to visit the below link and subscribe few of our tests and see how our assessments & online interface works.

Test Our Psychometric Assessments

In recruitment, psychometric will help you to identify the personality and competencies of an individual. It can also help you to identify his or her leadership style, team type, the impact he or she will have on a team and many other aspects.

Our online platform allows you to manage all your HR assessments independently. From your client account you can register candidates, send test invitations, view test results, and configure job requirements.

Please feel free to contact me for further information and I would be happy to help.


suresht
Dear Stan
You could look at this in another way. You could use psychometric assessments from the personality profile,behaviours and skills and see which of these are relevant to the job or role. In essence we could look at using the same set of assessments but the criteria of importance would change depending on the role. For example creativity could be one of the parameters of importance for a person in Product development; this parameter may not be of importance for someone doing an internal audit according to some set standards. Also a single assessment gives only a partial idea of the person concerned; when we use three or more assessments we are able to very accurately understand a person and how he.she would fit a particular role. Some of our clients have said that our interpretation of the results of the assessments is almost 100% accurate.
We use psychometric instruments from different companies for different requirements. There is really no need to develop another psychomtric instrument. That is a time consuming and difficult job.
Regards
Suresh

From India, Mumbai
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