Why use Psychometric Testing?

  “Psychometric tests are a standard and scientific method used to measure individuals’ mental capabilities and behavioural style. Psychometric tests are designed to measure candidates’ suitability for a role based on the required personality characteristics and aptitude.”-Institute of Psychometric Testing

Unlike facets such as education, skills, experience, appearance and punctuality, the behavioral traits and personality of a candidate can be much more difficult to assess during an interview. That is why psychometric tests are used in selection and other human resource decisions.

For employers, psychometric testing could help to gauge the future performance of a candidate and hopefully improve employee retention by making successful hiring decisions.

The main advantages of using psychometric tests are:

  • Objectivity – they dramatically reduce bias and personal perspective.
  • Clarity – they provide a robust framework and structure.
  • Cost Effective: They are affordable way to deal with a large number of candidates.
  • Fast: they shorten the recruitment cycle and eliminate candidates who may not excel early in the hiring process;
  • Equality and fairness for all individuals;
  • Increase the likelihood of being able to predict future job performance ;
  • Ensure that candidates are assessed on skills only relevant to the job.
  • Confirm or challenge your interview findings.

When do you use Psychometric Tests?

Selection Decisions

  • Identify the Right Sales Talent for your Business;
  • Match Personality to the Right Role

Learning and Development

  • Develop strategies to Leverage Personal Strengths
  • Build Teams with Complementing Qualities
  • Develop Personal Selling Style
  • Understand why People Behave the Way they do.

Growth Partners offers 3 Psychometric Tests

  1. The Sales Aptitude Tests
  2. The Sales Personality Tests
  3. Sales Motivation Tests

1. The Sales Aptitude Testing

This test seeks to assess objectively and in a scientific way whether a sales candidate has the drive, motivation, resilience, determination and confidence required to thrive in a high pressure sales role.

Sales People high in these qualities outperform those who are short in them 95% of the time given equal duration in a position. They learn quickly and take a shorter time to start producing compared to others.

Unfortunately, only 2 out of every 10 highly screened sales candidates you interview will have these qualities.

Unlike education qualifications and work experience which are the least important in determining the sales productivity of a candidate you cannot pick them out in an ordinary interview session.

That is why we use the Sales Aptitude Testing which has at least 70% capacity to identify the productivity potential of a sales candidate.

2. Sales Personality Testing

In most working situations it’s the personalities of the people involved affects the day-to-day success of the organization. This is because personality determines how well a person is going to fit in to the organization, in terms of his/her behavior, attitude and general work style.

With our test we work with 21 possible personality types based on task orientation, people orientation, extroversion and introversion.

By knowing a candidates personality we help you figure out whether they are right for the role, work culture and fit into the team.

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