Complimentary Psychometrics Webinar: Questions HR should and should not ask when “evaluating” Psychometric Tests
PsyAsia International invites you to a complimentary webinar that will cover the questions HR Professionals should and should not ask when evaluating psychometric tests. The facilitator will show you the materials referred to in the questions that you need to ask and show you how to evaluate a test distributor’s response.
This free webinar is open to all HR and related professionals based in Asia. It is not open to competitors.
You’ll go away knowing the top-5 questions to ask when evaluating a psychometric test and how to evaluate those responses at a basic level. You’ll also find out what questions are frequently asked but really should have no bearing in test choice. There will be ample time for participant questions.
REGISTER HERE: http://www.psyasia.com/hr_seminars.php
British Psychological Society Certification in Singapore – Register now to get 50% off Behaviour Based Interviewing and Saville Wave Training Courses
PsyAsia is pleased to advise clients that we have extended our special 50% discount offer for those who register for our Psychometric Test Training Course: BPS Level A & B in Singapore until the end of January. Any client who registers for the Level A and B course will be offered a 50% discount on the Saville Consulting Wave accreditation course that follows the day after the Level B training; and/or, 50% off our Behaviour-based Interview Course which is confirmed for the day immediately before the Level A training. Furthermore, we are pleased to continue to offer a 50% discount off the Behaviour Based Interview Course for any client who registers for our 4-day Human Resource Management Course in Singapore on 22-25 February.
Training places are limited and courses are now beginning to fill, so please register asap to ensure your place. The above discount offers will expire on 31 January.
If you are in Hong Kong, you can also avail the offers by joining our Hong Kong Psychometric Assessment Level A and B course in March.
All course dates and details as well as email links can be found from here: http://dates.psyasia.com
Kindly contact us on Singapore +65 6521 3131 or Hong Kong +852 8200 6005 for full details.
Psychometric Testing Singapore – Understanding Validity of Psychological Tests for Selection
Yesterday I was watching a program from the UK which fights for consumer rights. A segment of the program was reporting on a sofa that was not fit for purpose and this led my mind back to psychometrics. We’re always looking for easy ways to define some of the more technical aspects of psychometrics and this was a good example!
The sofa looked absolutely fine. In fact, it was beautiful leather and looked very expensive. To relate this back to psychometric testing we could say it had FACE VALIDITY. The sofa looked as if it would do the job it is supposed to do (on the face of it). Likewise, a test, be it personality or aptitude, which looks like it will do the job it is supposed to do is said to have face validity. We assess face validity simply by looking at the test. However, face validity is not very important in the grand scheme of things! It’s important for candidate buy-in of course. If you are given a test as part of a selection process and that test doesn’t seem relevant to the job you won’t be happy with the process and may not take it or the company too seriously!!
The sofa, despite looking great, had some major problems. The first time its owner sat on it, it fell apart. There were lots of flaws in the design and so on. Likewise, some of us may have experienced similar examples with second-hand cars. They may look excellent on the face of it, but then they break down on the way home! In other words, the sofa or the car are not FIT FOR PURPOSE. This is a major problem. In Singapore, we use psychometric tests to help discriminate between candidates and to help select the best. If there is something fundamentally wrong with the design of the test that causes any problems, then the test will not be fit for purpose. It will not be valid, even if it has face validity.
It’s for this reason that it’s not a good idea to ask a test supplier for a free trial to “validate the test” as some of our clients ask! Often this is similar to a second-hand car buyer looking at the paintwork on the car and ignoring the mechanics because they know little about them.
If you are interested in learning how to evaluate the “mechanics” of the many psychometric tests out there and knowing how to choose good from bad based on critical information, please consider attending either our face-to-face psychometric training courses in Singapore and Hong Kong or joining our live online or distance learning in psychometrics. Full details here: http://www.psyasia.com/psychometric_training.php
Negligent Hiring of Bus Drivers
In a recent news report published by the Chicago Tribune, a Chicago school bus driver who was under investigation of a sexual assault charge of a student was allowed to continue operating a bus when he allegedly entrapped and endangered another female student. This repeated allegation brought to light questions about why the bus driver was allowed to continue to work in light of the nature of his first allegation. The Chicago public school system has nearly 2,000 different routes that are operated by a number of transportation providers. Because of this high volume of routes and bus drivers, they are unable to verify and update the background checks of every employee of these independent companies. The school system must, therefore, trust in the proper hiring practices of these companies.
What Keeps Recruiting Firms From Growing?
What is it that prevents the boutique recruiting firm – those small one to five person firms – from growing into larger entities? For a lot of small firms, they just do not want to grow. These small businesses are in a comfort zone and see no need to change. However there are many owners (and you may be one of them) who are scratching their heads thinking “why can’t we grow beyond a few good recruiters who can consistently bring in placements and billings?” It can be done because there are big named recruiting and executive search firms out there that have grown from two or three recruiters to thousands. What is their secret? Why are there so few large recruiting firms?
Prefer a Precise Software For Staffing Employees
In a fierce competition prevalent in the world market companies are offering many softwares which profess to be the best in the world market and endow you with the best candidates in the shortest time possible. But one thing which is common every time a new demand arises in the market is that the promises made by the companies usually prove to be wrong.
Employment Screening Companies – Why There Is Huge Demand of Screening Services
Can you believe that most popular employment screening companies were actually nonexistent few decades ago? Previously, there was no concept of search engines or background checks. The initial and commonly used option was telephone directory.
What Hiring Managers Should Do With Criminal Background Checks
In a competitive economy, hiring practices and decisions are even more critical. When it comes to a criminal background check, what should hiring managers do with the information that comes up? It is crucial to know your rights, both as an employer and an employee.
Key Performance Indicators – Your Business’ Success Signposts
Driving your business forward is much easier when you have a destination in mind, but how do you determine if you are on track during the journey? Key Performance Indicators (KPIs) represent the signposts along the way to ensure your business is on track to meet its goals, and to warn you when you’re veering off course.
Prepare For Tricky HR Interview Questions
This article talks about do’s and don’ts of a tricky HR Interview question where the candidate is asked to rate the interviewer. How you answer the question may make or break the deal.
