June 3, 2016
What Are The Three Main Pre-Hiring Tests?

This is a Podcast – 6 minutes

According to the Aberdeen Group, the world’s leading B2B researchers and business data analysts, 2/3rds of the world’s top companies use pre-hiring assessments.

But, not all assessment (employment tests, employment profiles) have the same purpose.

In this podcast we briefly outline the top three. What they are, what they test for and when to use them

Pre-employment tests are used to narrow candidates down to evaluate the very best job fit

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November 29, 2015
Why Use Psychological Pre-Employment Assessments? How Can They Help You Avoid Hiring The Wrong Person?

This is a Podcast

Welcome to Episode 6 (8 minutes) of The Tips For Hiring Show with Rob McKay MA(Hons) Organisational Psychology.

In this week’s show we address the questions: Why use a psychological test within your selection process? Aren’t they expensive? Aren’t these type of testing only used for top executive appointments?  Don’t I need special training, or a Psychologist to conduct and interpret test results? These are common questions the team at AssessAdvantage field everyday. Psychological testing Continue reading

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February 18, 2015
PeopleCLUES Upgrades 2015  – Psychometric  Employment Assessment

Improvements to PeopleCLUES Assessments

Shorter Personality and Attitude Assessments

We’ve listened to your feedback and have built an assessment that still provides great information on your applicants with fewer questions! The Personality assessment is going from 70 questions to 45 questions. The Attitude assessment is going from 140 questions (all scales) to 45 questions (all scales).

Attitude Report – Improved Reporting Graphics

The reports for the shortened assessments now more closely resemble the existing Job Fit report. Hiring managers can Continue reading

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December 4, 2014
Thick as a Brick

My mum was a woman of clichés, yes, I know, I am my mother’s son! When she got frustrated with people who were struggling to ‘get it’ she would always say, “Gosh, he’s as thick as a brick”. Last week was a week of dealing with “bricks”.

Two weeks ago I imported a batch of assessments from an Australian supplier. Basically a ream of paper. The goods landed in Auckland via UPS 7 days ago. I had a phone call Continue reading

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August 6, 2014
Can Job Candidates Fake Personality Tests?

I was ordering a book through Amazon, as part of their “up-sell” they recommended additional reading suggestions. I noticed one of the books was titled, “Ace the Corporate Personality Test”. Wow, a book for job candidates to learn how to “pass” personality tests.

The fact that a book has been published to help candidate’s fake personality tests should come as no surprise. All you need to do is search the Internet for “interview questions” or “drug testing” and you’ll get Continue reading

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August 6, 2014
Would You Buy a Car Without an Engine Check?

Right off the bat, here’s this week’s tip for hiring and developing employees – If you want a high performing team, concentrate on three essential qualities:

  1. Ensure they have the technical and soft skills to do the job. 
  1. Make sure they can work well with the rest of the team. 
  1. Will the culture, responsibilities and incentives offered by your company motivate them.

In short, a candidate will be a good fit for your organisation if he or she Continue reading

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August 4, 2014
Behaviour Vs Personality  Or, the Car Looks Fabulous, but the Engine is Unreliable

It’s human nature, we are all guilty of making judgments about a person based on personality. Psychologists call this, Implicit Personality Theory, or First Impression Error. Ever hear yourself or others making statements along these lines?

“Mike is so compulsive about details; he’s probably an accountant”.

“Mary’s house is perfect. Even magazines on the coffee table are placed so the spines are aligned. You can tell she is an architect”.

“A friendly, persuasive guy like Ian should be in sales. Continue reading

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