Psychometric tests are used for activities such as recruitment and selection, training and development, career guidance and team building.
Employers commonly use two forms of psychometric tests: firstly, those designed to measure maximum performance, such as ability, aptitude or attainment; and secondly those designed to assess personal qualities such as personality, temperament, values and interests.
With the use of AI growing during the Covid pandemic a taskforce aims to protect workers from punitive ways of working.
With just a few weeks until we celebrate the Personnel Today Awards 2020, we profile the shortlisted organisations. The latest...
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Employers can now assess and hire those job candidates who are most likely to be engaged – a vital area...
Psychometric tests used to be long, formal exercises candidates would take some way into the recruitment process. But could testing...
The decision by the Supreme Court that the employment tribunal fees system is unlawful may be one of the most...
Recruiters will have to be more careful about adjustments to the format of recruitment assessments for disabled job applicants, following...
Finding the balance between effective candidate selection and a positive candidate experience is no mean feat. Charles Martin looks at...
Tom Marsden, CEO of Saberr, discusses LinkedIn’s novel developments in talent search, and how the tool could be even better....
Speeding up recruitment processes may appease applicants, but it won’t get to the heart of why some employers are failing...
