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The truth about ticks…

What are psychometric assessments? Why do we use these and who uses these?

All over the world, when you apply for a job you can now expect to be asked to complete some sort of personality assessment by ticking a few boxes on a piece of paper. More and more companies have started using methods like personality assessments, ability tests and the good old IQ test to help them decide on the best candidate for the job. But are these tests valid? Do they really measure what they say they do and how well?  How can these tests benefit you as a job-seeker? And how can the recruiting company benefit from psychometric assessments in the long run?
What are psychometric assessments?

Psychometric assessments are validated and reliable tests that consist of either pencil-and-paper or online questionnaires. These questionnaires (or tests) are designed to measure the specific attributes, abilities, behaviours or preferences of the person completing the questionnaire. The tests are scientifically designed to measure a specific metric and have been tested on a large number of people to confirm this.

How do I know that these assessments are accurate?

Psychometric assessments that aren’t registered with the relevant health professions council or psychology council of a country, such as the Health Professions Council of South Africa (HPCSA), are generally not the preferred assessments to use. It’s best practice to use only assessments that have been tried and tested.

 

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The Thinker and the Feeler

Understanding how your employees, team and project members think is one of the key success drivers of managing resources and creating a strong team that work efficiently together to achieve strategic objectives. It takes more than dolling out a couple of high-fives at a team building event to produce a well-oiled team. Clashing opinions and egos can spark off internal politics, create despondence and lower morale. Understanding how someone approaches their day-to-day tasks, communicates with others and deals with pressure and conflict is key to a managing an effective team, especially on executive level.
The cognitive processes we deal with every day are vast and each individual may approach decision-making differently. The Myers Briggs Type Indicator® (MBTI®) distinguishes between two main facets that influence the decision-making preferences: The Thinking preference and the Feeling preference. According to the MBTI we all have inherent preferred behaviours closely linked to our personalities. Therefore, it is reasonable to say that in the current workforce profile of today, made up of various generations, ethnicities and cultures may create the room for misunderstanding between one another if awareness of this concept is lacking.

 

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Are you an introvert or an extrovert?

Ask anyone what they understand by ‘extroverts’ and ‘introverts’ and you’ll probably get responses like “a person who talks a lot” or “someone who is shy”. Right? Wrong. The common misconceptions people who’re extroverts or introverts can be attributed to the false picture society paints about these terms. We’re led to believe that an introverted person is a regular mouse-type who hides in dark corners and only comes out when necessary. We’re inclined to think that extroverts are ‘overbearing’ and ‘insensitive’ steam trains that run over anyone or anything that stands in their way. This is simply not true!

Extroversion and introversion aren’t connected to how much or how little you talk but rather to how you use, create orexpel energy.

If a person is an ‘introvert’, he or she generates personal energy from inside:

  • This is done by spending time alone to reflect – reflection is usually the way an introverted person evaluates and calculates all the information, events and happenings of the day.
  • They think through processing information by themselves because they need alone time to become energised. They can quickly become drained by being among other people for too long and will again need time alone to recharge their batteries, simply because they have not had time to reflect or process the information gathered from these other people.

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