1. Psychometric assessments
Psychometric assessments are commonly used in recruitment and selection
because they can provide so much more information than an interview in
a much shorter period of time. They have been designed by experts using
modern statistical techniques aligned with modern personality research and
theory. They should be used in conjunction with other selection methods
in a tailored manner.
Why do companies use psychometric assessments? Consider these questions:
Is the candidate you are considering appropriately experienced and qualified for the role?
Maybe, but are they also suitable for the opportunity?
A candidate may have all the required qualifications and experience to suggest that they are eligible for the job but if
they do not hold the right aptitudes or personality, they may not be suitable for the role and therefore may not succeed.
Hiring the wrong people can be a costly mistake.
Using our psychometric assessments will allow you to:
Reach more informed recruitment decisions
Place less emphasis on the skills of your interviewers by providing more objective information
Gauge potential rather than simply reviewing retrospective skills and experiences
Build more effective teams
Our assessments include:
Aptitude tests – measuring how people differ in their ability to perform or carry out different tasks,
e.g. numerical, verbal and abstract reasoning
Personality and behavioural assessments – these measure how people differ in their style
or manner of doing things and in the way they interact with their environment and other people
Contact us to arrange an initial discussion to assess and recommend
the tools which will best meet your resourcing needs.
The Mackenzie Building, 168 Skene Street, Aberdeen AB10 1PE, UK
Tel: +44 (0)1224 577070 www.macresourcing.com resourcing@mac-l.com
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Recruitment and selection business partners to the oil and energy sector