Informed Consent and Information about your Assessment
Dear Candidate
Please ensure that you carefully read through the information below and the complete and submit the section at the end.
Why am I doing a psychometric assessment?
When
appointing a candidate to a position, companies want to make sure that
there is a good fit between the position and the role. When there is a
good fit, there is flow between the person and the position, and this
goes a long way towards ensuring that an employee is happy and also
performs to his or her best.
When
the fit is poor, it is a completely different story. Sign your name on a
piece of paper. Easy, isn’t it? That is what it is like when you are in
flow. Now sign with your other hand. You can do it, but not very well.
It is also difficult and uncomfortable. Now imagine having to sign your
name all day with this hand. That is what it is like being out of flow.
One can probably cope with a job, but you always have to play to your
weaknesses. This creates stress, under - performance, conflict, and
stress for others as well. Nobody wins.
Making
a recruitment decision is therefore all about ensuring a good enough
fit with the job. There should be fit in 5 key areas:
Knowledge Fit
Skills Fit
Motivational Fit
Cognitive Fit
Personality Fit
Psychometric
assessments DO NOT assess the first three areas of fit. This is done
through the usual processes such as job interviews and reference checks.
With psychometric assessments we are interested in understanding your
cognitive fit and personality fit with the role you are being considered
for. This is important because these are for the most part inherent
capabilities. While we can develop them to some degree, this usually
takes considerable time, effort, and commitment. Therefore, when the fit
is bad here, it is not an easy situation to rectify.
Cognitive
fit refers to the extent to which your problem-solving capabilities and
potential match up with the position you have applied for. Personality
fit refers to the extent to which your personality traits and emotional
competencies match up with requirements of the position you have applied
for. For example, if someone is applying for a sales role, it will be
helpful if their personality traits show them to be outgoing,
interpersonally confident, and assertive. If they possess these traits,
it will be much easier for them to function successfully in the role,
than if they were introverted, shy and submissive.
Our
cognitive abilities and personalities cannot be accurately assessed
through interviews. There is plenty of research that shows this to be
the case. Special instruments that have been developed, carefully
researched, and scientifically proven to make a valid and reliable
assessment of these inherent capabilities are the best way of assessing
your inherent capabilities. These are known as psychometric tests.
Psychometric tests are valid, because they measure what they purport to
measure and reliable because similar results will be found if they are
to be re – administered at a later time.
Please
remember there is no pass or fail. Remember, we are interested in fit –
ensuring that the person inherently fits the job. For instance, if the
job requires extensive interaction with people and the ability to work
under pressure, then an introverted person who is emotionally sensitive
will probably not fit very well with the position. As we have already
mentioned, fit ensures flow, i.e., people play to their strengths and
not weaknesses in the job which is to the mutual benefit of themselves
and their employer.
So
how will we determine your fit with the role you are being considered
for? A job profile has been created which highlights the personality
traits, styles, and problem-solving behaviours that the line manager has
identified as being important to this position. You will be compared to
the job profile to ensure that there is a good fit between you and the
position.
Participation
As
a test-taker, you may refuse to participate or answer specific items,
and you may withdraw from the assessment process. Refusing to answer
specific items in the assessment can hinder the assessment results as
they will not truly reflect your capability, personality, emotional
intelligence, needs and interests. In the instance whereby an
organisation requires you to undergo psychological testing for
recruitment, selection, training, team development, talent management
and/or career development purposes, and should you refuse to participate
in the assessment process, your organisation will disclose the
necessary consequences to you.
What will my results be used for?
Your results will be used for one or a combination of the following:
1. to determine how well your profile fits with the cognitive and personality requirements of the role you have applied for.
2. to assist the organisation in understanding and managing its talent pipeline - for instance talent reviews.
3. for career development purposes.
4.
to guide HR or your Line Manager on how best to manage you based on
your profile, and/or coach you in order to close any gaps or development
areas identified in the assessment.
Who will see my results?
When
you click "Submit" at the end of this form, you will be consenting to
your results to be used for any of the above purposes.
Your
results are regarded as being highly confidential. They will only be
provided in the form of a feedback report to the HR person/s and Line
Manager/s who are directly involved in making the recruitment decision.
HR will be the custodian of your assessment reports and they are not permitted to make hard copies available to anyone.
For more information on how your personal information will be stored, protected or used please consult our privacy policy
How will my psychometric assessment results be used?
HR
will discuss your assessment results with the line manager and a
decision will be made about how well you fit with the cognitive and
personality requirements of the position you have applied for. Remember
though, that your fit with other key areas mentioned - skills,
knowledge, motivational fit - will also be taken into account and weigh
heavily in determining your suitability with this position.
Will I get feedback?
Depending on a number of factors you may be provided with feedback on your assessment. Factors such as the purpose of the assessment and
the laws applicable in your country or the country of assessment will
determine this. As a general rule feedback is not usually given when a candidate has been assessed for recruitment purposes. However, in some instances, candidates may be able to purchase a feedback report.
Please remember.
If feedback
is provided it will only be done AFTER the recruitment process has been concluded
with you, i.e., you have been informed as to whether you were successful
in your application or not.
It
is your responsibility to contact us to request feedback. We
regard 2 months as a reasonable time for you to request your feedback.
How long are my results valid for?
Your
assessment is regarded as being valid for a period of 2 years.
Thereafter it will be in your own interest to be re – assessed to make
allowance for development during this time.
What can I do to prepare for a psychometric assessment?
You
cannot really prepare for an assessment of this nature. The whole
purpose is to see what you are inherently capable of, and what kind of
person you inherently are. The following are useful tips to keep in
mind.
⦁ Make sure you have a good night’s sleep beforehand.
⦁ Never participate in an assessment directly after a night shift.
⦁ On the day of the assessment notify us if you are ill or if there are any circumstances that may adversely affect you.
⦁
Do not allow yourself to be unduly nervous. Whilst it is normal to be a little anxious, especially if this is the first time you are doing an
assessment, remember this is not a test or a pass or fail situation.
Rather view it as a structured and objective process of gathering
information about your inherent capabilities.
⦁ Make sure you have a positive attitude towards the assessment and resolve to enjoy the experience!
Now
that you understand the role of this assessment in your job application
process, please use the link below to complete and submit the informed consent form:
