After years of competency interviews being favoured by many PLCs and blue chip companies, strengths interviewing is coming back into fashion. Competency interviews offer a way of assessing candidates on a level platform. However many questions are phrased around “give an example of when…” which can make interviews a reflection of how readily you can match your past experiences to the questions. Strengths interviews focus more on understanding a candidate’s drivers, abilities, strengths and weaknesses. This is a welcome move for those of us who recruit roles where success is driven as much by personal traits and motivations as by experience.
Personality profiling - sometimes referred to as psychometric testing or psychological profiling - is a means of measuring an individual’s personality in a particular situation. It is not a measure of intelligence or ability - but of behaviour.
Profiling provides a snapshot view of the preferred behaviour that comes subconsciously to most people. This is the behaviour with which they are ‘comfortable’ and can sustain for long periods of time. This behaviour is social and intellectual - not physical.
There are as many definitions of ‘personality’ as there are famous psychologists, however, one very notable pioneer in this field was Swiss psychologist Carl Gustav Jung. His theories are widely used in the corporate testing arena and underpin the personality profiling offered by Acumen.
Psycometrics come of age;
Having previously been shrouded in secrecy and being often no more than a trump card pulled out at the unwitting candidate by the prospective employer; psycometric tests are now even more in the open thanks to Peoplemaps.
Peoplemaps provide a range of psycometric reports for both employer and candiates.
In conjunction with PeopleMaps, Acumen Recruitment invite you to try a completely free online psycometric test.