Psychometric Testing
The use of psychometric testing is relatively widespread in the process of selecting executives. In certain instances it can also assist in the appointment of non-executive directors.
Most non-executive appointments are defined by the complementary skills and experiences which are required to make up the board team; however in some cases it is known in advance that the personality of the incoming director is more important than his or her other skills - for example it may be that his or her primary role is to bring harmony to a board which is experiencing strains. Family controlled businesses can sometimes find themselves in this position.
Where the personality fit is important and may be difficult to assess from an informal meeting or interview, the application of a psychometric test could be a valuable contributor.
The process involves the company creating a desired profile via a sixteen point questionnaire. The prospective candidate will then be asked to complete a separate questionnaire (which will take about half an hour). The results of this questionnaire will then be matched against the company’s profile.
Feedback is given to the candidate (if he or she desires) and a clear and detailed report is passed to the company. The company is unlikely to make a decision based solely on the results of the test but will find them helpful in orienting their further discussions with, and enquiries about, the candidate.
The test can be sent to the candidate for completion at home either electronically or on paper. If it is decided to use a psychometric test, candidates will be advised of the process when first approached in order to manage their expectations.