Paul Evans - Independent Psychometric Testing Consultant


In an era in which getting the right people into the right jobs and keeping them there is of paramount importance, the use of psychometric techniques has never been regarded as more vital than it is now.


Why use psychometrics?

Enhance employee performance
Reduce the number of poor selection decisions
Assess and identify talent within the business
Standardise your selection / development processes to make them more objective and robust

In short, psychometrics are Valid, Fair, Reliable, Time-saving and Cost-beneficial.


Paul Evans – Qualifications and Competencies

Paul is fully trained to use both Aptitude and Personality Assessment psychometric tests verified by the British Psychological Society. He is trained to Level A and Level B (Intermediate) Certificate of Competence in Occupational Testing.

Paul is also a Graduate Member of the British Psychological Society, with General Membership of the Division of Occupational Psychology.

He is qualified at both MSc and BSc levels, with the latter inclusive of Introduction to Psychology, Social Psychology, Child Development and Cognitive Psychology.

With over 25 years business experience inclusive of Sales, Franchising, Business Development, Training and Development, Brand Management and Business Improvement Consultancy, Paul can help contextualise the Psychometric Testing results for their optimum utilisation.


Psychometric Testing Overview

The term psychometric test describes the use of tasks, written or practical, including questionnaires which assess clearly defined areas of human behaviour. The tests are objective, standardised, reliable and able to make accurate predictions about individuals’ future performance. The tests are able to measure individual differences in various areas such as personality, aptitude, ability and intelligence.

Psychometric tests can be successfully utilised for various purposes including recruitment and selection, career counselling, team building and individual development.

The tests and their results should be used to support and enhance other assessment criteria, such as direct interviews, role plays, career achievement reviews etc and are not intended to replace them.

Used appropriately, psychometric tests will enhance decision-making, enabling more informed and accurate perceptions to be made of the potential of individuals.


The Psychometric Testing Utilised

A. Verbal and Numerical Aptitude Tests

The Aptitude Tests used are amongst the most up-to-date and affordable on the market.

Verbal Reasoning – assesses a candidate’s ability to reason with written information drawn from the world of work

Numerical Reasoning – using facts and figures, taken from the world of work, this test assesses a candidate’s ability to interpret and evaluate numerical information from a series of tables and charts

B. The Quest Profiler – Personality Assessment

This cutting-edge personality questionnaire is both flexible and totally relevant to today’s business environment. It allows you to make informed selection and development decisions that are vital to the success of your company.

The questionnaire measures a number of work related preferences including –

22 Behavioural Preferences
6 Leadership Styles
9 Team Styles
8 Culture Match indicators
20 Competencies

The Quest Profiler can be administered in a variety of ways including an online version which takes approximately 25 minutes to complete. This version also allows the generation of competency based interview questions and the definition of an ‘ideal’ role profile that better matches individuals to specific roles.


Scope of Psychometric Testing

The purpose of testing within the recruitment process – This is twofold, firstly to maximise the objectivity of the recruitment and selection process in order to reduce subjective judgements which can be made when using interviews alone, and secondly to help predict an individual’s ability to do the job competently.

The purpose of testing within the development of individuals – Ability tests will give both the individual and their manager an understanding of that person’s capability. Personality test results will help in understanding the individual’s motivations and preferences in the way that they work. Discussion can then take place as to the way forward in obtaining the best performance from the individual.


Principles

In Recruitment either, or both, of the above tests can be utilised depending on what the company wants to measure with regard to the interviewee’s capabilities or preferred methods of working.

In Team Building the Quest Personality Profiler can be utilised to understand how individuals prefer to work and communicate within a team environment. This understanding is a key element in building team cohesiveness.

In Individual Development the Quest Personality Profiler will provide a clear understanding of motivation and work preferences. This will assist in understanding the types of roles and ways of working to which an individual is best suited. It can also make it easier for that individual (in conjunction with the company) to improve on their ‘weaknesses’ and capitalise on their ‘strengths’.

Restructuring and Redeployment are also challenges which can benefit from the use of Psychometric Tests. Groups of people can be tested at the same time to optimise personnel resource of whole departments or even whole businesses.


Confidentiality - Paul Evans, as Independent Consultant, or related parties, will not utilise or reveal the test results for any other purposes apart from those agreed with the company and individual being tested. Test results will be stored securely and will not be accessible to unauthorised or unqualified persons.


Procedures - Tests to be administered, scored and interpreted in accordance with instructions provided by Paul Evans, and in line with BPS standards.


Feedback - Feedback will be of benefit to both the individual and the recruitment panel / HR / Line Manager involved, through all parties being aware of the test takers potential and / or characteristics that affect the individual’s job performance. Feedback acts as a base from which all parties can work. It is recommended that feedback be offered to all ‘internal’ test takers and as required / agreed with ‘external’ test takers.

Test scores need to be properly interpreted by Paul Evans as a qualified Independent Consultant. Paul Evans can also help with contextualisation of the results against other testing methods to be utilised. It is recommended that Psychometric Tests be utilised initially as their results can provide ongoing test criteria information (e.g. interview questions)


For more information on how Psychometric Testing can benefit you, your company and your employees please contact Paul Evans as below:


E-mail: PE2020@gmx.com

Mobile: 07793-013341