Wise words from Pulp Fiction’s Jules Winnfield.
We’ve all been there.
You’re interviewing. You read a hundred CVs. You interview a shortlist of candidates. You’re certain you’ve found “the one”. They start in their new role and then … they turn out to be weird, woeful, and just plain wrong.
What happened? How can you have misjudged them so? Is it you?
Despite the sceptics out there, psychometric testing and personality profiling are proven to be the best predictors of potential in the workplace. They can and do play a crucial role in making the right recruitment choices.
To quote from a recent conversation between our Managing Director and a prospective client regarding the value of psych testing, “Everyone’s on their best behaviour in interviews, aren’t they? How do you really know what you’re getting? That’s why even we use psych testing for our own recruitment projects.”
Using an assessment tool that is standardised, validated, reliable and objective, will set you on the right path. For example, our Personality Profile is our most popular psychometric assessment. Why?
Want to know if there’s a match between a candidate’s personality profile and the requirements of the role? Check.
Want to know how someone works in a team? By themselves? Takes direction? Leads? Check, check, check and check.
Our clients love the 15FQ+ Personality Profile. We love it. Faced with a selection of seemingly great candidates, it arms you with objective info to help you choose the right person for the job. No more wasted time or money. Everyone’s happy.
