It can add value in:
- Career development, by clarification of individual’s strengths, areas for development and personal goals.
- Team building, by making people aware of the differences among team members and enabling them to work more effectively together.
- Career planning, by raising awareness of employee potential, interests and aspirations.
- Succession planning, by identifying those with potential for progression and evaluating their fit for a particular position.
- Performance management, by diagnosing underlying causes of under-performance.
Psychometric testing is invaluable throughout the recruitment process in all businesses, both large and small. It can help reduce employee turnover by accurately identifying and selecting employees with desirable traits, who are competent and have a good cultural fit for the business. Bad hiring decisions are a costly mistake and have been reported to cost an employer up to twice an employee’s base annual salary.
Psychometric testing can be used to measure an individual’s aptitude and ability, personality and behavioural styles, talents and motivations; all which assist in predicting the way they will perform in a job. As an employer, you can gain valuable insights into how a candidate is likely to communicate with others, make decisions, solve problems, cope with challenges and deal with stress. These factors are critical in many jobs and cannot be accurately assessed using traditional recruitment techniques alone, such as resume screening, interviews and checking references.
Testing results should be used in conjunction with all other available information about the candidate to help gain a better picture of their capabilities, areas for development and to work with them and their work style preferences in order to ensure that the role they are placed in is the right fit for them.
Psychometric assessments can also be utilised outside of the recruitment process. It can provide a valuable source of information to help businesses get the most out of existing employees and assist with employees’ career and management development.
The standard turnaround time for an Evaluation Report is 24 hours.
The standard turnaround time for a Psychometric Report is 48 hours.
The standard turnaround time for a Selection Report is 4 days, post completion of the interview with our Organisational Psychologist.
If the Report is urgent, please give us a call and we will discuss your time frame requirements and endeavour to meet your needs.
Types of Tests
We have testing solutions appropriate for all positions and levels, and have access to a wide range of reliable and well-validated instruments. We work you to understand your business, your people and your requirements and can then recommend the best testing solution for your unique situation. To make things easier for you, we have put together a list of our common testing combinations for various positions which you can access here.
The ACER Professional tests are more difficult than the ACER General tests.
The ACER Professional Assessment should be used for professional positions that require a high level of reasoning ability, such as managers, engineers and marketing professionals.
The ACER General Assessment should be used for non-technical, clerical and administrative, customer service and sales positions.
Setting Up and Facilitating Testing
To ensure accurate and reliable testing results, we strongly advise that all tests are completed under supervision and in a controlled environment.
We do however understand that in certain circumstances it may not be possible for the candidate to complete the testing under your supervision and control. In this instance, please contact us on 1300 675 393 or at email@example.com and we can discuss other suitable arrangements, including testing at one of our affiliated testing centres.
It is important that testing is conducted on-site so that it can be confirmed that the candidate is undertaking the testing in appropriate testing conditions. This ensures that results are representative of the candidates’ true abilities and not influenced by factors such as internet connection, unauthorised use of calculators and other use of prohibited resources or people.
To set up a test we will require:
- Your Name
- Company name
- PC name/location
- Candidate First Name
- Candidate Last Name
- Position being tested for
- Tests required
- Email address for testing codes to be sent to
- Email address(es) for testing results to be sent to
- Email address the testing report invoice is to be sent to
To request and order a test, please click here.
We request the position of the candidate to ensure that we can include the suggested hiring range for this position. This will help to determine if the candidate has the cognitive ability to successfully meet the required job expectations.
If you do suspect that there has been issues with the completion of any of the tests or you don’t think that your responses have been submitted properly, please contact us on 1300 675 393 or at firstname.lastname@example.org and we will be able to confirm with you if the tests have been submitted properly.
Our reports have been designed to be easily understood and interpreted. However, some elements may require clarification from our testing experts. If you need assistance with interpreting the report and applying these insights to the particular situation and circumstances, please give us a call on 1300 675 393. Alternatively, our tutorial videos may be able to help. Click here to access these.
If you have any questions about the reports, please don’t hesitate to contact our testing experts on 1300 675 393. Alternatively, our tutorial videos may be able to help. Click here to access our videos page.
The suggested hiring ranges were developed through the literature of the testing provider (Wonderlic) and our Organisational Psychologist. These ranges have been determined in consultation with our clients to ensure candidates meet minimum hiring standards.
However, it is particularly important to note that the scores are not set in stone and are only suggested ranges. When recruiting, it is always important to consider the requirements of the particular role and the specific circumstances and environment.
If you do not understand or would like to clarify certain parts of a testing report, we have a team of highly trained testing professionals and Organisational Psychologists who are able to talk you through the results.
We also have a number of short videos that may help. We encourage you to watch these videos to familiarise yourself with our testing tools and to give us a call if you have any questions. Click here to access our video hub.
Solutions to Testing Issues
When the validity of the results of the DISC questionnaire is very low, an invalid result is produced. In this situation, a report is not generated as it is not possible to determine the person’s preferred style with any confidence.
When a DISC result comes back invalid, we ask the candidate to re-sit the questionnaire. We will notify you if a candidate’s result comes back invalid and will re-send a new code to you for the candidate to re-complete. To put the candidate at ease, you may like to tell them that this is not uncommon and that there are various reasons why this may have occurred. You should simply ask the candidate to relax, not overthink their answers and complete the questionnaire again.
The Wonderlic and ACER tests are timed tests and will finish after the allocated time has been used. Once this time has been completed, you can no longer access the tests. Prior to commencing the tests, it is important to inform the candidate that these two tests have time limits to ensure they do not spend too long on each question.The candidate should follow the recommended time allocations for each test that is included in their instructions email.
Sometimes a candidate may accidentally exit out of a test midway through their completion OR they may experience internet issues which may cause the assessment to run slowly or potentially cut out. These issues may have significant impact on candidates testing scores and results, particularly on the time-based cognitive ability and reasoning type tests.
If this happens, it is important to notify us immediately on 1300 675 393 and we can explain what to do or we can providing the candidate with new codes if required.
After the candidate has completed their tests, we recommend you ask them how they thought the test went. If there was an issue, this will often become clear in this conversation, however if nothing is raised then we would assume there were no difficulties experienced.