4employers

New Psychometric Testing site for employers

Employers should check out this new psychometric testing site, which is packed full of great information on psychometrics and you can instantly open up an account and get reports on new candidates. You don't have to bother with training as this is the easist psychometric testing site on the net.

Free Job Posting

Here is a great article about job boards and how to post jobs for free. Psychometric testing is great but you need candidates to test first so you need to know your way around the tens of thousands of job boards. The good news is it is free. Check out the article here

Safer Driving with Psychometrics

PeopleMaps has launched a new report for Drivers to promote increased road safety. You may not realise it but personality plays a significant part in how you drive. The report is used by employers that recruit and train drivers. The report tells you why someone may be driving well and why they may be driving badly. With the report, the ongoing training is more successful, enabling driver and coach to get to core issues quickly and address them.

The report was developed in consultation with The Road Safety Solution, the advanced multi-disciplinary driver training company. Contact PeopleMaps if you would like to try it on your drivers and see the effect it has on your recruitment and most importantly on your safety record.

What psychometric testing doesn't do

I encourage everyone to use personality profiling wherever they can for I firmly believe that anything that brings us a little closer to a better understanding of self and others will make a significant improvement in our lives. Having said that there are some things that personality reports will not tell you, for instance;

It will not tell you whether you should sack an employee or not.
It will not tell you to hire an employee or not
It will not tell you if someone is a good person or a bad person.

It will help you if you have to face some of the above scenarios. It will help you understand the person and from that deeper understanding you will be able to make  better decisions.

Psychometrics and employee retention

Being happy at work is a major factor as to whether you will stay there. Sure salary is important but when the market is full of job offers, money alone is not going to keep staff. If someone is happy at their work they are less likely to change jobs and one of the key factors affecting being happy at work is the people you work with. Using psychometric profiling in your Team building you can figure out if a candidate is likely to fit in with the existing team or not. It only takes one or two people to turn a happy workplace into a job hunting exercise.

PAs, Admin & Secs - New Report

PeopleMaps has just launched PAs, Admin & Secs the personality report for employers recruiting or training in these roles. These can be difficult and demanding jobs and the wrong person can have a far reaching impact on the company. This report Will help you make better hiring decisions and increase the effectiveness of any training.

Customer Service with a Smile

Question: How does customer experience affect your business?
Answer: There's a general rule that twice as many people tend to be told about a bad customer experience that about a good one.

Whatever the statistic, we're sure you aim for excellence in customer service...

And giving good customer service isn't going to be easy if you have the wrong person in the role.

PeopleMaps can help you! There's now a PeopleMaps personality profile especially for customer service staff.

Dealing with topics of particular importance to customer service success, this report offers you the opportunity to measure up your customer service candidates on much more than their experience and qualifications.

You can see what the report contains here. Use it for your recruitment and you're a big step closer to making sure your customers are smiling when they deal with you.

Recruitment made easy

If you're a small company, we bet that recruiting for vacancies is not always pleasurable: just keeping track of your applicants can often be difficult without the aid of any dedicated HR personnel.

The PeopleMaps Job Application Manager feature allows recruiters to send potential candidates to one web address to complete an online application form - and a personality test!

It's really easy and means that you only have to access one system when evaluating applications and creating shortlists - no lost application forms, or misplaced CV's.

It's another feature designed to make your recruitment process easier - and best of all - it doesn't cost you any extra money.

If you want to try it out - sign up for a PeopleMaps  corporate account. If you've already got a PM account, be sure to ask Hudson to switch on the feature for you.

Psychometric Testing makes everyone's life easier

Candidates are inherently suspicious of psychometric tests. Understandable as many employers misuse them and keep all the information to themselves. However with proper use psychometric profiling will help the candidate and the employer discover if the job and the candidate are a good match. You see unless it works for both of them then there isn't a good deal on the table. It should be a win: win situation and nothing less. Maybe i'm an idealist but as an employer wouldn't you prefer that the candidate left the interview knowing that the job just wasn't suited to them and why? Surely better than them thinking they weren't good enough in some way. Pschometric profiling should be helping to reduce judgementalism and it can if it is used properly.

Hiring priorities

There is an old saying "we hire on skill and fire on attitude". Of the two, the easiest thing to test and identify is skill, which is why so much of the recruitment process rotates around it. Evaluating attitude in the short space of time we have during the recruitment process, is very difficult and subjective. However profiling helps with this and lets us understand what kind of person we have in front of us.

 

Of the two things that can be modified or improved, "skills" is the easiest. It is much easier to improve someone's skills levels than it is to modify their "attitude" or natural behaviour pattern. It is ironic therefore that we are more likely to hire someone based on their skills (which can always be enhanced) and not on their personality. If you have the choice you would take someone with the right skills and the right personality. However if candidates are thin on the ground then you may have to compromise and what will you give priority to? Candidatres that have the skills but don't fit with your personality benchmark? Or candidates that have a compatible personality but dont have all the skills you need.

 

I have a client this now that is not selecting candidates because they are failing the English test. He is selecting candidates whose personality profile do not match his benchmark but that have good English. My belief is that if you have to compromise, then don't automatically choose skills over attitude. There are plenty of English teachers to be found. Behavioural psychologists are much more difficult to come by as are good candidates that will fit in with your existing team with minimum fuss.