Business: Car manufacturer
Objective: To carry out psychometric assessments on six short-listed candidates for two key senior executive positions within the business. The reporting and feedback of the psychometric assessments was to be delivered to a board of senior managers, enabling them to compare the differing strengths and areas of potential development for the six candidates.
Process: The six candidates performed personality and ability assessments. Reports were then prepared that gave feedback on specific competencies, details on each candidate’s interpersonal style, thinking style, coping style, management and support role preferences, team role preferences, general mental ability in the areas of verbal, number and abstract, and critical reasonability relating to verbal and numerical capabilities.
Outcome: The reporting and feedback process served as part of the overall recruitment process and this information, along with candidates’ CVs, interview performances and references, enabled the client to make objective decisions on each candidate’s likely performance and suitability.
Benefits:
- Enhanced objectivity in the selection process with standardised assessments that put all candidates on an equal footing
- Unbiased, reliable and relevant information concerning the likelihood of job success and job satisfaction
- The process improved chances of appointing productive, high-performing staff
- The psychometric assessment gave structured and measurable insights into each candidate’s likely behaviours and ability levels, their probable strengths and areas where further training or initial job support could be offered.
- Face-to-face feedback to those making recruitment decisions by the person responsible for interpreting the assessments further facilitated the process and provided a forum for addressing any questions relating to the psychometric interpretation. It also aided the effective comparison of candidates for the two different roles.
