Psychometric Assessment

Psychometric testing refers to the process of measuring a candidate’s relevant strengths and weaknesses. This form of measurement is primarily employed to assess employment suitability, including alignment with company culture and values. The aim of psychometric tests is to gain an accurate bearing of the candidate’s cognitive abilities and personality/behavioural style.

In order to increase the validity of the psychometric testing process, Marque endeavours to assess candidates using both cognitive tests and personality assessments. It has been found that implementing both forms of testing subsequently complements and increases the validity of the assessment process. Detailed below are the main areas of concentration for both cognitive aptitude and personality assessments.

COGNITIVE/INTELLECTUAL

Cognitive abilities, including numerical reasoning and spatial reasoning, are important characteristics to the successful application of skills in many occupations.

Our tests are designed to measure work-related cognitive capacity; to ascertain whether or not a candidate has the intellectual capacity to perform in their job. Cognitive ability tests are a very dynamic predictor of future work performance as they are able to provide key insights into a candidates ability to communicate, make decisions and calculate cause and effect in certain occupational scenarios,to test a candidate’s ability to respond to situations, to “think on their feet”.

This determines whether or not they are capable of acquiring new skills, processing new information or apply strategic thinking when problem solving.

This type of ability is factual and is directly linked to past experiences, maturity, accumulated knowledge and understanding. We offer an array of psychometric tests to target specific areas of cognitive ability. Tests are drawn from six main cognitive aptitude types covering Abstract/Conceptual, Verbal, Numerical, Mechanical, Spatial and Emotional reasoning.

BEHAVIOURAL

Personality psychometric testing provides a clear understanding of an individual’s behavioural patterns, opinions, beliefs and motivators; these tests tend to measure an individual’s relatively stable behavioural tendencies and preferences within an occupational context. The behavioural basis of personality tests are primarily due to indirect and complex nature of personality.

This type of testing can reveal how they might perform when under pressure, how they relate to others, their style of collaboration, ability to think intuitively or objectively, and their ability to show self-control or be flexible.

An individual’s temperament will affect their ability to succeed in a role and within an organisation. The importance of matching the correct candidate with the desired temperament to the right role is of paramount importance in creating and maintaining a productive team and work culture.

EMOTIONAL INTELLIGENCE (EI)

Our Emotional Intelligence (EI) informs the way we think, feel and act. The influence that our EI has over our priorities, choices and willingness to learn, is significant, with some experts claiming that our EI could be responsibility for as much as 80% of our success. Research demonstrates that people with a high EI tend to communicate better, are better equipped at perceiving, using and understanding their own emotions as well as those of others, are generally more agreeable and open and are less likely to engage in risky behaviours such as smoking, drinking, drug abuse or violence. As an employer, there are clear benefits to understanding your future employees’ EI. It can be the difference between a successful or a risky hire—the latter having the potential for dire consequences.

Emotional Intelligence reasoning tests target a candidates ability to handle emotional components (e.g. self and others emotional disclosure) in roles such as customer service, human resources, sales roles and team work.

Many of our clients use our globally renowned Emotional Intelligence testing as part of the assessment stage for their final shortlisted candidates, as well as for existing leaders. It can help you assess how the candidate is likely to handle the job—their interactions with others and their decision-making abilities—and can be key to a successful hire or promotion.