Candidate Assessment

Purpose of assessment

The purpose of assessment is to gain insights into a person’s personality and abilities that can be used to assist in the selection process and the assessment of training and development needs.

Validity and reliability

We use assessment methods (personality questionnaires and ability tests) that have been developed through considerable research and practical application to maximise accuracy and relevance.

The personality questionnaires and ability tests used by us are supported by technical handbooks, technical manuals and published research.

Relevance of assessment

Through experience and research we have gained expert knowledge of the requirements of a wide range of jobs.

Using that expert knowledge we are able to make comparisons between the job requirements and an individual’s personality characteristics and abilities.

Fairness

The information gained from the assessments is used to objectively identify issues for further consideration in the selection process or in training needs analysis.

We recommend that consideration of these issues is made only in conjunction with information gained from other sources (interview, career history, qualifications, references, etc.) and where necessary further information is gained prior to making A final decision.

Discrimination

We take care to ensure that the characteristics and abilities measured are directly relevant to the job requirements.

We endeavour to be aware of, and record, any circumstances including educational background, language, and disabilities that may adversely affect an individual’s opportunity to perform on an equal basis.

Where these circumstances are identified we will recommend that additional methods are used.

Informing the candidate

A candidate should be informed at least 24 hours in advance of your intention to conduct an ability test.

Personality questionnaires may be administered without a formal notice period, but we recommend that candidates are given the opportunity to decline or to complete the questionnaire at another time.

Candidates should be informed that the assessment results will be used in the selection process and in the future to assist with training needs analysis.

Test administration

Candidates should complete questionnaires and tests within a controlled environment.

We recognise the importance of standardised test administration and the need for test administrators to receive appropriate training.

The objectives of the test administrator are to ensure a comfortable environment, and to provide adequate information to allow the candidates to perform on an equal basis.

We recommend that candidates are assessed individually, rather than in groups.

We recommend that a test log is completed every time an ability test is administrated.

Confidentiality

We will ensure that assessment results are only provided to those who have a legitimate requirement related to the original purpose of the assessment.

Interpretation

We will always aim to combine assessment results with other relevant information through discussion with the client. Interpretation of test results is only conducted by these with appropriate experience, training and recognised qualifications.

Candidate feedback

Ww will provide feedback to candidates should it be requested.

Feedback will be given in appropriate and understandable terms by a British Psychological Society qualified test user.

Professional aims

We aim to assist managers to become more professional, more consistent and more objective in their assessment of candidates, and their analysis of training and development needs.