Hi, can anyone let me know what kind of tests corporates conduct on their entry-level position (salary range 5000-7000 p.m) candidates to gauge their interest and/or potential in the job? I don't need the specific test; a few names would do if anyone has that info?
I am a psychologist, but with little experience in OB. I have got an offer from a training consultant who wants me to conduct behavioral assessments on candidates to basically find out if they will stick on the job for at least 3 months after they have been hired. This is a client who is grappling with very high attrition rates! The candidates usually quit after a month as a result of which the consultant doesn't get paid.
Thanks
From India, Khopoli
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12I am a psychologist, but with little experience in OB. I have got an offer from a training consultant who wants me to conduct behavioral assessments on candidates to basically find out if they will stick on the job for at least 3 months after they have been hired. This is a client who is grappling with very high attrition rates! The candidates usually quit after a month as a result of which the consultant doesn't get paid.
Thanks
From India, Khopoli
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Hi,
It depends on the company's policy to conduct which sort of tests for which level of entrants. There is a battery of tests available. IQ and aptitude tests are conducted at that level. In addition, psychometric tests like 16 PF, Thomas profiling, etc., could be conducted.
I think the real reasons for attrition need to be identified and addressed. No test would be able to predict retention if the environmental factors are not addressed. It could be poor pay compared to other companies in the market, working environment, working time, supervisor, pressure, etc. Accordingly, you could assess the stability of the person to work under pressure, etc.
From India, Mumbai
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It depends on the company's policy to conduct which sort of tests for which level of entrants. There is a battery of tests available. IQ and aptitude tests are conducted at that level. In addition, psychometric tests like 16 PF, Thomas profiling, etc., could be conducted.
I think the real reasons for attrition need to be identified and addressed. No test would be able to predict retention if the environmental factors are not addressed. It could be poor pay compared to other companies in the market, working environment, working time, supervisor, pressure, etc. Accordingly, you could assess the stability of the person to work under pressure, etc.
From India, Mumbai
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