Modern Psychometrics for the recruiter and the applicant what you should know

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Modern Psychometrics for the recruiter and the
applicant what you should know
Nigel Evans, Consulting Tools Ltd
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Background Nigel Evans

• Chartered Occupational Psychologist
• Over 15 years professional practice
• Corporate experience in Assessment Development
  for FTSE/Global 500
• Trained 1000s people on different tools
• BPS Verifier for Personality Measures
• International Speaker on Psychometrics

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Background - ConsultingTools

• ConsultingTools (est. 2001) is a specialist
  provider and developer of innovative on-line
  assessment tools designed for consultants,
  recruiters, and coaches working with individuals,
  teams and organisations.

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Focus and style of this session

• Assessing the candidate by modern psychometric
  methods
• Fromtoby example
• For recruiters applicants

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What psychometric methods are used?

• Organisations are using
• Competency Profiling e.g. I persuaded others by
• Biodata e.g. 2(i) from Bristol University
• Personality Questionnaires e.g. I like parties
• Ability Tests e.g. 3 cubed is 27

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Psychometric Assessment now

• Fast
• Flexible
• Maintains Corporate Image
• Gathers new information
• Gives clear guidance
• Goes beyond immediate recruitment fit
• Yields a Return On Investment

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1. Fast (as now on-line)

• Quicker for recruiter
• Admin 15 to 2mins
• Scoring from 15 to 0mins
• Interpretation from 30 to 10 mins
• Total time from 1hour to 12mins 5x time saving
• Quicker for candidate
• Completion 22 to 17mins

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2. Flexible

• Flexible and Adaptable for all involved
• Location One site to any time, any place,
  anywhere
• Norms General US UK population to Specific
  managerial and professional across countries
• Languages English (US, UK) to All Business
  Spoken Languages

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Facet5 Questionnaire

• 106 questions presented one at a time

• Available in multiple languages including

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Strategic Business Partners ensuring local
equivalence

• Australia Test Grid
• Bahrain Middle East Gulf Synergy
• Brazil DMRH
• Bulgaria Wilson Learning - Response
  International
• Canada Felix Global
• China - Management Tools
• Colombia - Eximium
• Denmark ConsultingTools Denmark
• Germany - Consultingtools Germany
• Greece - Response
• Hungary - Psidium
• Ireland Guinan HR Consulting
• Italy Performance Technology Solutions
• Japan Global Management Partners
• Lithuania International People Management
• Malaysia - Management Centre of Asia
• Netherlands InContext Business Tools
• New Zealand ConsultingTools New Zealand
• Norway ConsultingTools Norge

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3. Maintain Corporate Image

• From
• Advertising the test publisher
• to
• Keeping things corporate
• Leverage your brand (do not dilute it with
  someone elses) to complete the applicant
  experience

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Keep your Brand Experience - Clients
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Keep your Brand Experience - Consultants

• ConsultingTools work in the intermediary market
  serving a network of consulting organisations of
  all sizes. These include

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4. Obtain new information

• From
• Conceptual indicators
• Impression Management, Social Desirability, Lies
• to
• Objective information
• Response Distribution Patterns How
  usual/unusual did they fill out the questionnaire
  
• Response Latency Patterns How fast/slow did
  they complete the questionnaire

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Response Distribution Patterns
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Response Latency Patterns
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5. Clear information

• From
• Looks like a good fit
• to
• Statistical Job Matching

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Facet5 Main Factors
Will
Control
Energy
Affection
Emotionality
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Facet5 Main Factors
Lo
Benefits Quiet Confidential Reserved Undemonstrati
ve
Benefits Energetic Enthusiastic Sociable Friendly
Risks Aloof Indifferent Cool Unsociable
Risks Distractible Disruptive Interfering Exhibiti
onist
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Facet5 Profile Job Match
Ideal Job
Your
Profile
Profile
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Facet5 Recruitment - Audition

• Assessing the candidates on a scale

• Comparing the applicant group

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5. Going beyond the immediate job fit

• From
• They will fit the role hire!
• to
• Profiling how candidates additionally fit with
  their work preferences, manager, and team

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Work Preference Fit

• Looks at the candidate preferences for job
  elements

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Manager Fit Similarities and Differences

• Overlay of boss and report

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Leading Edge Guide to Leading
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Teamscape Style of Teamworking

• Your working style

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Teamscape Team Profiling Fit

• Overview of Team will the candidate fit?

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Teamscape Comparing Team Fit

• Team A or Team B best candidate fit?

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7. Return on Investment

• From
• Case Studies it worked for these people
• to
• ROI shows it works and pays dividends

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Learning Management Solutions

• ConsultingTools assists in creating and
  developing customised integrated on-line
  solutions to support performance management and
  personal development, giving individuals control
  of their own learning and supporting internal
  development programmes. This enables
  organisations to handle a range of development
  needs in-house.

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7. It Works - Example Projects with ROI

• Modern assessment tools to recruit the best
  people for vacant roles around the world
• Engineers in New Zealand
• Accountants in Australia
• Government Officials in China
• IT Specialists in Singapore
• Service Staff in UAE
• Automotive Executives in Germany
• Call Centre staff in UK
• Bankers in Ireland
• Insurers in Canada
• Graduates in Brazil
• ROI conservatively set at 110
• For 1 //E invested, 10 come back in
  savings/growth

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Quality Assurance - Not all tool providers are
the same!

• CTL tools and related services are reinforced by
  the following quality accreditation and assurance

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Thank You for ListeningQAFor more
informationwe are at Stand Nigel Evans
C.Psycholnevans_at_consultingtools.com