Comments for Psychometric blog

Comment on You’ve been spooked! by Paul Sinclair

Paul Sinclair — Mon, 30 Aug 2010 10:30:37 +0000

Well, it seems to me that what we call Emotional Intelligence….a high degree of self-awareness, able to read others and your impact on them….in real terms a Machiavellian character…the ability to adapt your behaviour to best suit your surroundings, be it people or the plot that is unfolding…….This seems to me to be useful in a “Spy”….

Also the ability to blindly follow your boss and pretend there are WMD wherever they tell you?

Comment on Get line managers using psychometrics by Dave Stent

Dave Stent — Fri, 30 Jul 2010 11:03:43 +0000

Rebecca,

I have used the Mcquaig toolkit as a line manager during performance reviews with my team members, and I found it significantly enhanced the communication between me and the Individual. Thus improving the clarity of what was required, and the effectiveness (or I could say the productivity) of the individual and the team.

We shared a common understanding of the individuals strengths and also those area\\\’s where the individual was not so comfortable.

This extra dimension to the review meetings, ensured a shared expectations of the work ahead – not only what was to be delivered, but also how,. This resulted in quickly creating a real positive attitude in the individual and the team.

DaveS

Comment on Is there such a thing as ‘the ideal candidate’? by Are you ‘subjected’ to psychometric tests? : Psychometric blog

Are you ‘subjected’ to psychometric tests? : Psychometric blog — Mon, 12 Jul 2010 11:01:25 +0000

[...] CV is the ‘edited highlights of a persons career to-date’ and most interviews are un-structured. This leads to an organisation’s single biggest [...]

Comment on Leadership step 1: Self-Awareness by A Journey, not a Course. Evolution, not Revolution. : Psychometric blog

A Journey, not a Course. Evolution, not Revolution. : Psychometric blog — Mon, 24 May 2010 15:29:59 +0000

[...] 1. Self-Awareness – click here [...]

Comment on 3 steps to introduce Psychometric Testing into your organisation by Paul Imre

Paul Imre — Fri, 26 Mar 2010 17:42:34 +0000

We have known the Holstgroup for some time and have followed them on their blog journey. As we are at the lower end of the SME scale all this Psychometric stuff has been a bit remote, not for us, and only for the big boys kind of stuff.

For a recent recruitment scenario, where we were working with a partner, we had the opportunity to engage the SME package and have found it to be amazing value! You will need to speak to the Holstgroup to find out more. For us the value came from having Dave Stent on tap, to not only explain how the whole process works, but to get an idea of how to select the right candidate. I personally interviewed the applicants and was gobsmacked to find out that Dave Stent, who had only the McQuaig reports to work from, was able to have a vision of the candidate personalities. He knew exactly what drove them. Incredible! My initial thoughts were “spooky” or even “Voodoo magic”

These are the basic facts. If you are a big company, you can afford McQuaig and a few rotten apples to slip in. If you are a small company, one bad hiring decision could sink you. Conclusion, SMEs can NOT afford to miss out on using the people at the Holstgroup. Thanks to Iain and team!

Comment on Who’s better – the interviewer or the interviewee? by Aidan O'Mara

Aidan O'Mara — Thu, 11 Mar 2010 11:00:00 +0000

put simply there are five factors at interview stage:
1. the relevence of the CV
2. How the candidate ‘ walks the talk’ at interview/s
3. confidential referees from previous employment
4. ‘Gut’ feeling of interviewer
5. Psychometric Testing
Comment: if one to four are positive; hire and if P Test has some concerns, evaluate during probation period. If any part of one to four is negative; don’t hire, irrespective of P Test.

Like all simple ‘rules of thumb’ the above is not infallible;
It has always been my experience that generally, the problem with the effectiveness of interviews is the lack of quality of the interviewer.

Comment on The best CV? by Joe Durning

Joe Durning — Wed, 11 Nov 2009 14:48:20 +0000

Hi, Iain,
This CV is certainly an attention-grabber, and I suspect prospective employers will either love it or hate it, with no neutrals!
Joe

Comment on The best CV? by Rumbi

Rumbi — Fri, 06 Nov 2009 15:12:07 +0000

http://www.stevepratt.com/wp-content/uploads/2008/12/sabrina-saccoccio-resume-page-1.jpg

Comment on How to become wealthy with psychometric testing by Iain

Iain — Tue, 03 Nov 2009 20:16:07 +0000

Hi Richard, you are absolutely right. As I mentioned above, The McQuaig System can identify someone’s inclination to take risks.

The interesting thing is that this information is being used in a very different way to the norm i.e. recruiting, managing etc.

Applications of behavioural profiling are being identified in unrelated areas more and more.

Iain

Comment on How to become wealthy with psychometric testing by Richard Skipp

Richard Skipp — Thu, 29 Oct 2009 12:01:58 +0000

Surely this information can easily be obtained from any proper big five questionnnaire? Factors such as extroversion and low conformity indicate a willingness to take risks in pursuit of a goal. Or am i missing something?