OUR SOLUTIONS
We offer two specialist solutions, each designed to assess a distinct set of skills, cognitive ability and motivations. Commitment to these tests from professionals helps to ensure people take the process seriously, minimising chances of last-minute withdrawals.
ABILITYThis is our basic offering, designed to test an applicant’s knowledge in three key areas: We use ‘adaptive testing’, where difficulty of the test questions vary based on an individual’s ability and their previous answers. This allows us to obtain a significantly more accurate representation of ability. All while ensuring a simpler and streamlined experience for the person being tested, by reducing the number of questions required. | | BEHAVIOURALFor the last decade, more complex profiling has been done via ‘personality tests’, designed to assess what an individual would do in certain circumstances. IDEX have embraced the next generation of this type of testing – behavioural profiling. Instead of focusing on what we do in a given circumstance, these tests focus on why we do it, allowing for a more accurate and detailed analysis of the applicant’s personality and therefore an effective predictor of performance at work. This is because we tend to focus more on the kind of tasks we prefer engaging with, and as a consequence, we become much more skilled in these areas. This question format is a more effective way of identifying a person’s work interests and preferences, because it minimizes the risk of ‘falsifying’ answers to make a good impression. By building these tests into the recruitment process, ideally after the first stage, you will be provided with a tailored set of questions to use for additional interviews that are specifically designed to explore different areas of a professional’s profile. This enables a much more thorough and robust interview process, further minimising the risk of a wrong hire or decision. |
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WHY USE PSYCHOMETRIC TESTING
Scientific analysis - Assessments provide an independent and scientific measure of an individual’s competencies, abilities, personality and motivation.
Interview guidance – These types of tests provide guidance on interview questions, allowing employers to explore competency and ability areas in more detail.
Minimal risk of a wrong hire - By selecting the most appropriate test, employers can ensure they hire the right person the first time, reducing the risk of having to spend additional budget and time on repeating the recruitment process.
Valuable insight – Test results can be helpful to support the learning and development process of a professional, as well as the appraisal process, where findings highlight strengths, development areas and personality traits.