Dear All,
As both a Certified Assessor from the BPS, and haviing a Master's in Psychology, my recommendation is to first determine what competencies are required to be successful in the job role. Once you know what specific behaviors and abilities are needed, then you can decide how to evaluate for them.
Ability tests, which are a form of psychometric test, will give you a read on the candidates ability to process and use verbal, numeric and abstract information. Personality tests can offer insight into the types of attributes and preferences of the candidate. This will allow u to see if they match the attributes of a successful rep.
Furthernore, tests should never be used alone; you need at least one other assessment tool, a behavioral- based interview, an role play or a case study etc.
i appreciate that everyone is concerned for the cost effectiveness of assessment on the front end, but its important to the true costs of a bad hire.
Regards,
Bruncha
As both a Certified Assessor from the BPS, and haviing a Master's in Psychology, my recommendation is to first determine what competencies are required to be successful in the job role. Once you know what specific behaviors and abilities are needed, then you can decide how to evaluate for them.
Ability tests, which are a form of psychometric test, will give you a read on the candidates ability to process and use verbal, numeric and abstract information. Personality tests can offer insight into the types of attributes and preferences of the candidate. This will allow u to see if they match the attributes of a successful rep.
Furthernore, tests should never be used alone; you need at least one other assessment tool, a behavioral- based interview, an role play or a case study etc.
i appreciate that everyone is concerned for the cost effectiveness of assessment on the front end, but its important to the true costs of a bad hire.
Regards,
Bruncha