We have designed a biographical method for short-listing the type of applicants that you need. This method offers a number of significant advantages over traditional methods of short-listing e.g. C.V./ Application form sifting which is extremely laborious, prone to bias and typically has a very low “hit” rate, i.e., the candidates short-listed using this technique may not be the best performers on the job.
The Biodata method surveys applicants’ work experience, job preferences and hobbies, as well as work ethic and attitudes. Experts in selection have come to the conclusion that past behaviour is the best predictor of future behaviour. The Biodata method is formulated on this theory, and it keys into specific factors known to be of crucial importance to success in a particular position.
Here is a brief description of how the Biodata procedure works. The key requirements are specified by you. These normally focus on work experience, work attitudes, behaviour patterns, etc. We then design a customised Biodata questionnaire which will tap into these criteria. We base this on a standard form which we have used previously in a number of large scale screening situations. This form is completed by all applicants at the initial stage of the selection process. We then process and statistically analyse all the data from these forms and produce a short-list which meets the requirements that you have specified. You then continue with the selection process on the short-list produced.
A set of screening tests, constructed and validated by Psychometrica International Ltd., is given to all candidates in an identical format in a group setting. The tests assess essential skills at a basic level. These cover arithmetic skill and familiarity with the number system; reading ability and comprehension of written text; problem solving; hand eye coordination and fine finger dexterity and visual acuity. These skills have been deemed essential by the company for trainability.
Each candidate’s results are put through a sorting procedure to classify applicants into groups based entirely on the test results. The qualifying standards used in the sorting procedure are based on ten years of continuous experience and feedback from trainers and supervisors and interviewers who meet applicants face to face. Confirmation of standards is carried out periodically in conjunction with the H.R. Manager for recruitment.
This method has proven validity i.e., is effective at indicating those people who possess the essential requirements to succeed in the job. We have used the method in a number of contexts e.g. Process Operators; Assembly workers; Postgraduate students. Our previous experience has shown that the method has had a very high hit rate - in general, two out of every three applicants who were shortlisted by the method, were considered to be suitable following the interview stage. This is a much better hit rate than that normally attained from laborious and time-consuming sifting procedures.
Some other advantages associated with the method are that it avoids accusations of bias or unfairness as it is anonymous, neutral and objectively scored.
We can analyse and and chart the skills of your potential next star hire!, click here to find out more
We offer a training course in the theory and practice of objective behavioural and situational interviewing. This improves interviewers skills in structuring questions, evaluating answers and being aware of biases.
Psychometrica International has been trading for thirty years. The company was set up in a University context but is now an independent registered company run by Dr. Murray Porteous.
Psychometrica International has designed and applied numerous job-related Psychometric assessment systems and carried out Psychometric Research and development in client companies.
Our Psychometric tests and procedures are adapted and built specifically for a given job/company situation taking into account the job skills and company culture.