When reaching a decision about employing a new team member, the interview impressions will not always be sufficient to have a full evaluation of a potential candidate. It is entirely possible to find yourself in a situation in which a person you evaluated as an ideal candidate during the selection interview turns out to be, after several months of work, completely different than you initially thought and expected. The investment in the process of choosing the right employee should be therefore seen as a long-term investment reducing multiple costs resulting from the wrong employment decision.
The consequences of making a wrong employment decision are reflected equally on the organization itself and on the employed person. For the organization, it can result in reduced productivity and revenue, an increase in absenteeism and reduced working morale of other team members. For the employed person to be at the wrong place of work, it can result in reduced motivation, increased stress and potentially loss of opportunity to progress in his or her career.
What is psychological testing?
Psychological testing that is conducted as a part of the professional selection is a standardized, objective and reliable method that covers all of the dimensions important for the desired position and which enables to predict how the person will behave in different situations. It is applied in order to increase the probability of selecting the person that best suits the position based on the personal profile, values and abilities for a particular job. Psychological tests are also used when a company wants to identify and track the potential of existing employees and properly direct them in the most suitable career direction.
What do we measure?
Psychological testing measures and evaluates several aspects of the candidates functioning with different instruments, which can be categorized as:
Cognitive and intelligence tests – they measure the general ability to solve problems, as well as the degree in which the candidate has different types of intelligence and skills developed, such as for example abstract or numerical reasoning, the ability to quickly and precisely perceive details and other.
Personality questionnaires – they examine different types of candidate’s personality, such as energy level, dominance, cordiality, sociability, team work and cooperativeness, thoroughness and persistence, emotional self-control, organization, willingness to take initiative, and many others.
Specific personal skills – depending on requirements of the workplace, it is also possible to apply targeted personality questionnaires covering only a narrow range of skills important for the position, such as leadership skills, organization management or stress management.
Motivation and professional interests – they determine the motivation and values that are important to the candidate in their work, as well as their areas of professional interest.
How do we conduct testing?
After determining the dimensions that are of particular relevance for your future employee, our psychologist will conduct psychological testing individually or in groups, within standardized conditions. After the testing process, we will prepare personalized reports about the tested candidate, which are based solely on the achieved testing results or which are based on the psychologist’s personal impressions of the candidates gained through an additionally interview with the candidate, which is strongly recommended for the clearer interpretation of the results.
When selecting the tests to be applied, we are fully adapting to the requirements of the workplace that you define prior to the testing. This way you will receive information about the candidate that are not purely general, but relevant for the position the candidate is being considered for, and therefore being of higher value for you.
Individual approach. We focus on the individual needs of each client and we conduct a detailed analysis of the workplace requirements. Based on this information and in close cooperation with the client, we select the psychology tests that will be of the best value in helping to evaluate the candidate with regards to the specific needs of the client.
Capacity to take over demanding projects. Having a team consisting of ten psychologists we are able to cover more demanding projects. We appreciate the time of our clients and we understand the need to deliver the results as soon as possible, therefore we are working quickly and efficiently.