Psychometrics is a field of study concerned with the theory and technique of psychological measurement. Psychometric tests are designed to measure candidates' suitability for a role based on the required personality characteristics and aptitude (or cognitive abilities)
Traitily is the exclusive partner for Big 5 Assessments here in South East Asia. Big 5 Assessments, its technology, science and assessments have a long history dating back over 20 years. The assessments and science are the work of Dr Len Goodstein (a former CEO of the American Psychological Association and Chairmain of the Psychology Faculty at Arizona State University) and Dr Richard Lanyon (A Professor of Psychology at Arizona State University for over 40 years and a previous Associate Professor at Harvard Medical School who has published over 100 papers on psychological assessment). With excess of 20 million assessments completed worldwide and multiple language translations, the assessments are used across the globe in the US, Australia/New Zealand, UK, Europe, Africa and Asia.
The 4 Assessments that are currently on offer are:
Personality is what we are whilst behavior is what we do. One can change what we do temporarily but unable to alter what we are. Your personality has a huge influence on who you are personally and professionally. In fact, personality plays an essential role in explaining some of the variation in work performance; some people are well organised, some are care free. Some people are shy, some are more outgoing. Some people are warm and friendly; some are more skeptical and direct. Some people are creative and open to new ideas, some people prefer structure and rules.
5 Traits that are measured within one's personality are:
Research by Gallup shows that engaged employees are more productive employees. They are more profitable, more customer-focused, safer, and more likely to withstand temptations to leave the organisation.
The Big 5 Assessments Employee Engagement Survey can be used in the recruitment process to help Recruiters, Hiring Managers and HR Professionals to understand a candidates level of commitment and engagement with their current or most recent job and employer.
Research demonstrates that honesty and integrity testing can help to predict counterproductive workplace behaviour.
Assessing a candidates attitudes towards behaviours (such as work reliability, hostility & agression, absenteeism, computer misuse, sexual harrasment), employers can identify individuals who have stricter attitudes and are inherently less likely to steal, lie or be absent from work - an important element is establishing "Company Fit".
Screening out applicants with lenient attitudes towards these counterproductive behaviour leads to:
Attitude Scales Measured
We all talk about identifying and hiring "Talent", but what makes a candidate talented? Personality (their preferred behavioural approach to work) is one key element. The second key element is ability.
Research confirms what you probably already knew - the best predictor for job performance is cognitive ability. Cognitive ability is one of the two most frequently cited factors that impact job performance
The Cognitive Ability Tests assess how quickly the candidate will: