What is the added value of Psychometric Assessment?

At a personal level the opportunity to have a risk-free and objective view of your preferred ways of operating can be very helpful at times of change, confusion or questioning in your life. The information gained is a starting point for for reflection and personal learning. It can also be used in a formal context if you are working with a skilled professional, such as a coach, counsellor or therapist, to provide a starting point for discussion.

In terms of recruitment and selection the financial and human cost of getting any selection decision wrong is considerable. At the most senior level the impact on an organisation and all those involved with it, will be profound.

Even a mediocre decision is likely to prevent an organisation going forward effectively and a poor decision is likely to take it backwards. When judging the potential of individuals for a particular job it is easy to be impressed by a 'good talker' and those who 'look the part', especially if they have a relevant track record. However, it is difficult to be sure that an individual is right for the job until they actually start doing it? Psychometric assessment helps to ensure that 'good people', those who show in the process that they 'can do' the job, will also perform well in the particular role and in the organisation.

Together with competency assessment, the use of psychometric instruments will, therefore, help to provide an overall view of what the individual 'can do' as well as what they 'will do' in the reality of the work situation. Matching up scores with job descriptions answers the question, "In what way and to what extent is this individual's ability going to be converted into actual performance in the job?"

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