25 May 2011

Executive Testing, Human Resources, Recruitment, Survey 0 Comment
Multitasking
Managers are arguably the most important members of an organisation. Managers act as the liaison point between the workers and the strategy makers. They lead and direct staff, implement strategies and policies devised by organisational heads and provide both upward and downward feedback and advice. They are relied upon by all levels of the organisation. So it is very important for you...
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11 Apr 2011

Aptitude Testing, Employee Testing, Executive Testing, Human Resources, Recruitment, Skills Testing, Survey 0 Comment
Theory Based
It's a reality that incompetent accounting staff can virtually destroy a business. Accounting practices have changed significantly over the last decade due to intense market pressures. These pressures include commodity-based pricing and rising costs from training, technology, and litigation (Eilifsen, Knechel & Wallage, 2001). Several major accounting scandals in the early 2000s, ...
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26 Oct 2010

Aptitude Testing, Employee Testing, Executive Testing, Human Resources, Survey 0 Comment
Bad Weeds
Recruitment & Pre-Employment Selection Testing By using the intuitive method of psychometric testing during pre-employment screening processes, companies are hitting a home run the first time they hire someone. Selective testing is "intuitive", because it assesses job candidates beyond the normal interview questions, extracting information about the candidate through various kinds o...
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01 Oct 2010

Employee Testing, Executive Testing, Human Resources, Survey 0 Comment
Fair Chance
Psychometric Aptitude Assessment A rigorous interview and selection process may seem tedious for both employers and prospective candidates. However, if you implement aptitude psychometric testing in your interview process, believe it or not, you are giving job applicants a fair shot at the job position. "But, aren’t these tests used to weed out the unqualified employees?" you ask. Th...
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21 Jan 2008

Aptitude Testing, Human Resources 0 Comment
Job Performance

An independent study examined how the Big Five personality dimensions—Openness to Experience, Conscientiousness, Extraversion, Agreeableness, and Neuroticism—relate to three job performance criteria: job proficiency, training proficiency, and personnel data, across five occupational groups: professionals, police, managers, sales, and skilled/semi-skilled employees.

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