The Psychometric Assessment Service from PGA Group Consulting Psychologists provides independent, objective information about the strengths, weaknesses and potential of individuals assessed.
Clients’ employee selection and development decisions can be better informed, employment risks can be managed and opportunities may be identified. Seemingly similar candidates can be differentiated.
The development needs of those assessed can be examined in relation to the role in question, the time frame in which the organization would prefer the individual to develop to an acceptable level, and the individual’s aptitude or potential for development.
Our psychometric assessment service is sophisticated in design and implementation, cost-competitive, effective and highly practical.
Typically, psychometric assessment is used to help in the following situations:
As part of an organization’s selection or development decision making process, administered either on a stand-alone basis or as a component of an Assessment Centre or Development Centre.
To help identify an individual’s ability, aptitude, personality and interests in order to inform choice, either in career guidance or as part of outplacement.
To help model factors which may indicate job success or failure for incorporation into recruitment and selection systems and development programmes.
To help measure the return on investment (ROI) of training and development interventions (see the surprising finding about development ROI in the Results section of our Organizational Benchmark Survey Case Study).
To help identify hidden talent and potential among existing employees.
To help with the process of succession planning.
PGA Group Consulting Psychologists are highly experienced with all of the situations above. Our psychometric assessment service is delivered internationally. We have a wealth of experience assessing individuals from around the world and for whom English is not their first language.
Psychometric Assessment Service - Our Philosophy and Approach
Rarely can a single psychometric test or assessment measure provide a complete solution to an organization’s assessment needs, whether for selection or development decision making support.
Instead, the application of a battery (or organized collection) of psychometric tests or assessment measures, carefully selected for the task, can be more useful and accurate in terms of predictive value than the use of any single assessment instrument.
The assessment method ideally should combine ability testing (in terms of measuring aptitude and potential, rather than just knowledge) and personality measurement in a structured and meaningful way.
Comparing individuals who have been assessed can be a complex process. Just ‘totting up individuals’ attributes’ on an arbitrary scale can lead to a very poor standard of comparison. A solution to making effective comparisons between seemingly similar individuals against relevant and meaningful selection criteria is to use a psychometric profile approach to assessment.
Psychometric profiles rest on the premise that several aspects of ability and personality are possessed in differing amounts by different people. The identification of the relationship between those abilities (which are the greater and which the lesser strengths), aptitude (to gain greater proficiency or new skills, for example), and personality characteristics and attributes can help with the making of effective, successful decisions.
The PGA Group Consulting Psychologists’ psychometric assessment service method of assessment is to use a system of measurement aimed at the development of the individual and, ultimately, the development of the organization. Individuals may still be ‘ranked’ if ranking aids decision making in a meaningful way.
This system of measurement will give a complete psychological profile of individuals’ abilities and personalities, often including untapped or unnoticed potential, which may be used throughout their careers, for promotion, development, team-building and counselling.
Psychometric Assessment Service - Our Tests and Measures
The psychometric tests and measures we use as part of our psychometric assessment service are developed internally or, if appropriate, are sourced only from major test publishers, who comply with the stringent standards laid down by relevant professional bodies (for example, the British Psychological Society (BPS) and the Chartered Institute of Personnel and Development (CIPD) for tests sourced and used in the United Kingdom).
All psychometric tests and measures we use in our psychometric assessment service meet the following criteria, in that they are:
Fully localized versions, with high face validity, i.e. the content is acceptable and appropriate to the relevant audience.
Valid, i.e. they measure what they purport to measure and may be used to make predictions about future performance and behaviour.
Reliable, i.e. they are valid and produce consistent results over time.
Resistant to faking or other deception, i.e. it is very difficult for an individual to create deliberately a false impression of themselves by attempting to cheat or fake either a ‘good’ or ‘bad’ profile.
Fair, i.e. they do not discriminate unfairly in terms of content, bias or procedure.
Normed, i.e. test scores are standardized where appropriate against relevant populations.
Note—Norms in relation to the concept of ‘Manager:’ It is claimed by some that ‘managers’ can constitute a group for the purpose of comparison. However, the huge diversity of the differing levels of ability and personality attributes possessed by individuals occupying a ‘management’ role across diverse functional areas and at different levels effectively means that there is no such realistic homogenous group.
Instead, appropriate adult standards (with statistically valid sample sizes) are used. Appropriate comments are made about attributes, for example an individual’s interpersonal style, in the light of universally accepted ‘good practice’ in respect of efficient functioning.
Therefore, the standard of measurement remains constant, whereas the interpretation can readily be made to suit differing circumstances. PGA Group Consulting Psychologists can assist with the understanding and comprehension of the advantages these distinctions bring.
The tests and measures chosen and the assessment approach utilized as part of our psychometric assessment service are designed to ensure that the interests of both the organization and the individual candidate are protected as much as practically possible in the light of local employment legislation.
In summary, the psychological profile method of psychometric assessment can be a powerful tool to discover the particular potential of an individual candidate, in terms of intellectual strengths and weaknesses, and those personality aspects which are relevant to competencies and behavioural style at work, and to show how best to capitalize on those characteristics.
Psychometric Assessment Service - Presentation of Our Findings
Typically, our psychometric assessment service findings are presented in three ways:
A profile report on each individual assessed is provided (a candidate comparison summary report may also be presented, where relevant).
Constructive individual feedback of the report content is given to each relevant individual assessed.
Unlimited feedback and a discussion and critique of each individual assessed and the assessment group as a whole, in the light of the client brief, are given to relevant parties.
The ‘normal’ turnaround time for delivering our psychometric assessment service profile reports to clients is the next working day following the assessment. We can precede this with a verbal report of our findings to clients on the same evening as the assessment, if required.
Psychometric Assessment Service - Our Profile Report Format
Psychometric assessment service profile reports from PGA Group Consulting Psychologists typically address:
Questions that a report reader may wish to ask about the individual assessed with regard to the selection or development context.
Specific abilities, competencies and styles of behaviour of interest.
Questions relevant to a specific situation, i.e. corresponding to the client brief.
Generally, the subject matter of our psychometric assessment service reports is divided between individuals’ ability and personality characteristics, the interaction between ability and personality (i.e. ambition, motivation, interest, drive, and persistence) and the interaction between individuals regarding performance and the potential for development.
Typically, psychometric assessment service reports from PGA Group Consulting Psychologists include the following topics:
Ability Test Scores—including the presentation of performance scores and levels obtained for each ability test taken by the individual, relative to a standardized (normative) sample.
Cognitive Summary and Thinking Style—including the relationship between the individual’s abilities and personality, for example their potential to develop skills, and their motivation, interest, ambition, energy and drive.
Character—including key aspects of the individual’s value system and how this may affect their behaviour.
Interpersonal Style—including the individual’s interpersonal stance and style of behaviour, tolerance, level of empathy with others, and their ability to gain others’ trust.
Team Role—including the extent to which the individual initiates activity within the team and the roles most likely to be assumed by the individual in group settings. An article on team roles in relation to understanding and developing the effectiveness of individuals and groups can be found on our web site at www.pgagroup.com/team-roles.html.
Team/Teamwork Satisfaction—including the level and extent of satisfaction and the frustrations likely to be experienced by the individual as a member of a team.
Team/Teamwork/Interpersonal Effectiveness—including questions that the individual’s profile suggests they ask themselves or reflect upon to help improve their interpersonal effectiveness when working with others.
Leading/Leadership/Managing People Style—including the individual’s preparedness to take on leadership responsibility, their likely leadership style, and their potential limitations as perceived by others and the people they lead.
Social Confidence/Presentation/Self-assuredness—including the ease or otherwise with which the individual presents themselves to others.
Self-confidence—including the individual’s inner level of confidence and feelings of competence and self-esteem, and their overall psychological adjustment.
Interests—including a comment on the individual’s breadth of interests (this topic area can be expanded to include an analysis of the individual’s level of interest and experience across work functions, should this be required by a client).
Ambition/Achievement Orientation/Drive—including the extent of the individual’s desire for success and their desire to make a contribution.
Energy/Vigour—including the individual’s level of energy and sense of urgency and enthusiasm that they are likely to display.
Persistence—including the individual’s level of determination to achieve objectives.
Resilience—including the balance between tough-mindedness and sensitivity, emotional stability and sufficiency, and how the individual deals with the emotional consequences of their behaviour and with received criticism.
Frustration Response—including the factors which can contribute to the experience of anger within the individual and a prediction of the likely style of its expression by them, i.e. whether anger is likely to be expressed overtly, directly and without inhibition or in a covert, passive-aggressive manner. A background article, Expression of Anger - “The Frustration Response” can be found on our web site at www.pgagroup.com/expression-of-anger.html.
Well-being—including current levels of the individual’s personal morale.
Ability to Handle Stress and Pressure/Response to Pressure—including the individual’s abilities to handle stress and pressure (this topic area can be expanded considerably in breadth of coverage and depth of understanding if required by clients).
Flexibility—including the extent of the individual’s adaptability and adjustment to changing situations, their flexibility of approach, spontaneity, and levels of curiosity.
Work Approach/Style—including the extent of the individual’s goal-orientation and approach to work, resourcefulness, planning, organization and efficiency, self-management, and application to work.
Work Environment Preference—including the individual’s preferences for conformance and autonomy in participation and decision making and their preferred organizational environment or culture.
Following/Subordinate/Managed Style—including a detailed analysis of the individual’s preferred style of manager to whom they would respond best or least well.
Compatibility with (Prospective) Manager—including the actual levels of compatibility/incompatibility between the individual and their (prospective) line manager, the likes and frustrations each are likely to perceive or experience with regard to the other, and the implications for performance and future development of all parties concerned (such an analysis can readily be applied in other development situations, including teams and groups, colleague working relationships, and performance and effectiveness at an individual and organizational level).
This is what some of our clients have said about our psychometric assessment service:
From the Managing Director of a leading global computer equipment manufacturer:-
“I have just read the report on [name deleted] and was very pleased to see the ‘Compatibility with Prospective Manager’ report. I have always found the assessment reports helpful but you continue to improve the value of these assessments with the insights that you provide and we have never been in such good shape.”
From the Human Resources Director of a leading European leisure company:-
“Not long after I became HR Director our organization needed to appoint a new business manager. The person would be responsible for GBP £60,000,000 of turnover. Our Operations Director was sceptical initially about the value the right psychometric assessment could add to the selection process.
Due to the sensitivity and level of the appointment, I decided to bring in an external expert assessor. Policy dictates that at least three quotations are considered. I did not want to risk using non independent agencies or consultants, so we approached only bona fide business psychologists. All were very skilled. However, PGA Group Consulting Psychologists stood out in that they identified our requirements quickly and precisely, the uncanny way they got to grips with our culture and their no-nonsense approach. They quoted a guaranteed price which they stuck to despite us having to make last minute changes to the brief. Their professionalism, flexibility and performance were exemplary. Some of the other firms wanted to charge higher rates, draw out the process, bolt on ‘essentials’ we did not need, did not really listen and were slow to respond.
The result: not only are we delighted with the appointment but also with the process. The assessment revealed untapped potential in one regretted internal candidate and we are now shaping his career progression appropriately. All candidates volunteered that the whole process was challenging, rigorous and, above all, fair. Though disappointed, unsuccessful candidates knew we had put them through their paces. All candidates received expert constructive feedback which prepared them to respond to the challenge of developing for the future. As for the Operations Director, he is not only very pleased but also convinced of the value of independent expert assessment. I have recommended PGA Group Consulting Psychologists and their psychometric assessment service to all my professional colleagues.”
The psychometric assessment service from PGA Group Consulting Psychologists offers organizations the ability to help inform their selection and development decisions in an independent, objective manner.
Psychometric profiles examine and discuss in an objective way the attributes of the individual in terms of their ability, aptitude and approach to work. Individuals’ preferred style of managing their interpersonal relations at work, including the level and implications of their compatibility or incompatibility with specific individuals is examined also.
Profiles can show the unique strengths, limitations and potential for development within different individuals, and contrast these factors between individuals, thereby helping to inform an employer’s selection and development decisions.
The risk associated with making poor or faulty decisions may therefore be minimized, while candidates of seemingly similar potential may be differentiated.
Hitherto hidden talent may be identified, thereby potentially saving organizations’ recruitment costs.
The return on development and training investment may be identified.
The succession planning process may be better informed.
Objective information derived from our psychometric assessment service profiles may be used directly in development interventions: in team building, awareness training for improved interpersonal effectiveness, employee counselling, leadership development, for example.
Are you interested in benefiting from expert help and advice? Would your organization like to reduce risk when taking on new people and potentially improving the performance of the people you already employ?
Samples and extracts of actual psychometric assessment reports and further details of our psychometric assessment service and psychometric assessment report writing service are available.
Should you have any questions, or would like further information, in complete confidence and without obligation, my team and I would be very happy to help.
An e-mail form and details to contact/locate us can be found here: www.pgagroup.com/contact-pga-group.html
PGA Group Consulting Psychologists - www.pgagroup.com
You may find these links on our site to be of interest:
Emotional Intelligence and Psychometric Assessment
Is Emotional Intelligence theory useful or valid in the psychometric assessment of job candidates’ suitability for employment?
Expression of Anger - “The Frustration Response”
What is the relationship between the expression of anger and frustration? Can individuals’ style of anger expression be predicted?
Team Roles & Group Effectiveness - FIRO & Belbin Contrasted
Contrasted are FIRO and Belbin Team-Roles approach to understanding and developing the effectiveness of individuals and groups.
Psychometric Assessment Reports: Profile Structure & Content
Psychometric assessment reports profile individuals’ capabilities, limitations and potential with regard to specific competencies.
Psychometric Test Room Conditions - Best Practice Guide
Establishment guide to psychometric test room conditions: The suitability and preparation of the environment in which test candidates will be working.
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