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Supporting you to predict the future. Our assessments apply psychology not astrology: it’s in the science not in the stars.[/caption]
Why use pre-employment tests? The short answer is that they save a lot of money. Think of your best performing employees. What is it worth to have 20% more of them? Think of your poorest performing employees. What is it worth to have 20% fewer of them? But how can you ensure that you're hiring more top performers to benefit from that additional worth and fewer poor performers who incur associated losses? By learning more about candidates from the offset you are able to predict how they are likely to perform, which in-turn enables you to control the shape of your workforce, when you decide who to hire and who to pass up. Appropriate, job-related tests identify the people who become more productive employees and add value to your business.
The reason tests work is because there is variance in job performance. People differ in their work behaviour. Some are more effective than others. Valid tests can tell the difference before people are hired by measuring the skills and traits that people bring with them in their applications. If everyone worked the same, it wouldn’t matter who was hired. However, even in the most automated jobs, people behave differently, and the value of the differences can really add up.
The function of most assessments is to help predict the future. Medical and psychological tests measure and predict health, academic tests predict college success, and employment tests predict behaviour at work. By measuring applicants’ characteristics, tests give an indication of the behaviours that follow from them. For example, people who test high on cognitive ability and customer skills are going to perform well in client facing roles, be able to think on their feet and learn new information easily while maintaining excellent service levels. There are assessments for virtually all human traits that are job-related, but a small number link to many jobs.
Synermetric’s suite of recruitment assessments includes Logic Inventory
which is a superior culture-fair measure of cognitive ability created for mentally demanding roles. The assessment reliably differentiates candidates who learn and grasp solutions to complex problems quickly, reason correctly, and draw accurate conclusions from incomplete sets of data. This adds strong predictive power to assessment solutions by providing insight into a candidate’s trainability and problem solving skills.