Archive for the ‘
Recruitment & Selection ’ Category
Wednesday, May 5th, 2010
BPS Certificates of Competence in
Occupational Testing – Level A and B
We are pleased to advise that the next run of training for PsyAsia International’s Psychometric Assessment at Work course which leads to fulfilment of the requirements of the British Psychological Society Certificates of Competence in Occupational Testing – Level A and B will be in Singapore on the following dates:
Level A: 9-11 June
Level B: 14-16 June
PsyAsia International’s course is run by our director, award-winning registered Psychologist, Dr. Graham Tyler. PsyAsia is the only provider of this course in Asia using resident facilitators. There are no exams with the PsyAsia course either, unlike some overseas providers! In addition, PsyAsia provides all delegates with access to the online learning centre to allow them to learn through recorded learning, interactive forums and even live sessions with the facilitator before the course even begins. Our training is well respected in Singapore and throughout the region as attested by the many positive reviews through the years published at the course webpage. Given that our March Level B course was fully booked 3 weeks before it went ahead, please do register early!
REGISTER HERE
MORE INFORMATION HERE
 British Psychological Society Certificates of Competence in Occupational Testing in Singapore
Tags: BPS Level A, BPS Level B, British Psychological Society Certificates of Competence in Occupational Testing, psychmetric training, psychological testing certification, psychometric tests in asia, psychometric tests in singapore, Psychometric training courses
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Tuesday, April 27th, 2010
Saville Consulting Wave® – Highest Validity per 15 minutes of test-time!
 The Saville Consulting Wave was developed by the originator of the OPQ and co-founder of SHL, Professor Peter Saville as an alternative to the static assessments available in the market. Wave assesses candidate’s motives and talents within a validation-centric framework. It was validated within 100 separate businesses.
The tool uses both normative and dynamic ipsative questions and has been shown to have greater validity in predicting performance and leadership than any tool it has been compared to in research. Furthermore, the shorter version of Wave, the Focus Questionnaire has more validity per 15 minutes of test-taking time than any comparison questionnaire.
Profile jobs, run 360 performance appraisal, assess personality type for team-building, assess entrepreneurial potential and provide extensive development advice all within one framework
The performance culture framework which underlies the Saville Consulting Wave allows the tool to be used extensively for different HR applications from recruitment/selection through to performance appraisal and development.
Follow the links below for further details:
View some sample reports from Wave here
Become accredited to use the Wave
with a 25% early-bird discount
Take action now! Your competitors may already be trained to use this century’s revolution in personality assessment. We’ve trained people from the big consulting firms to small local careers advisors to recruitment consultants, government ministries and universities. We want to provide you with an incentive to join the increasing number of professionals who value high validity in selection and support from local psychologists in Asia. PsyAsia International, Asia’s leader in psychometric training, runs the Wave training in Singapore and Hong Kong. We’re offering a 25% early-bird discount for our next courses in those locations:
Wave Conversion Course: 1 Day – View course details
For those with BPS Level B or those who are qualified to use
a substantive personality assessment such as OPQ but not including tests such
as MBTI/DISC/HARRISON etc.
SINGAPORE: 17 June (SG$1200 / SG$900)
HONG KONG: 6 July (HK$6000 / HK$4500)
Wave Module Course: 2 Days – View course details
For those without a qualification in a substantive personality
assessment.
SINGAPORE: 17-18 June (SG$2050 / SG$1538)
HONG KONG: 6-7 July (HK$9888 / HK$7416)
For the early-bird offer (25% discount), please register at http://www.psyasia.com/register
and quote WAVESEB for Singapore courses and WAVEHEB
for Hong Kong Courses. Deadline is 15 May for Singapore and 31 May for Hong
Kong.
Note – delegates on our BPS Level B course in
Singapore always get 50% discount off the Wave Conversion
course which follows their Level B training. More details at http://www.psyasia.com/bpscourses
Course Reviews from Previous Attendees
“Informative, relevant to work, knowledgeable facilitator”
Danny
Hay Group
“Good introduction to the tool and practical session was useful”
Geraldyn Fong
Managing Consultant (Psychologist)
Hudson Global Resources, Singapore
“Insightful and informative. The methodology behind the Saville
Consulting Wave Report is light years ahead of other psychometric tests yet
it is a breeze to use! The interface between motives, competencies and culture
is exactly the missing link that recruiters are looking for.”
Diana Yeo
Ministry of Defence, Singapore
“A highly practical and enjoyable approach to the application
of an extremely useful tool for selection and development – well worth the investment,
highly recommended.”
Neville Pearsall
Director HR
RMIT International University, Vietnam
Not ready for training and accreditation
but still want to use the Wave?
Then please consider PsyAsia’s Psychologist-on-Call™
service instead. Our registered psychologists will take care of the complete process for you, including a call and behavioural interview for your candidates and a feedback session with the decision-maker. More details at http://www.psyasia.com/psychologist_candidate_screening.php.
Tags: 360 appraisal, 360 performance appraisal, HRM, human resource management, Leadership, online psychometric testing, Performance Appraisal, Personality Assessment, personality test singapore, Personality Tests, psychometric test, psychometric test training, psychometric training singapore, Saville Consulting Wave, saville consulting wave singapore, Saville Wave Training, saville wave training hong kong, saville wave training singapore
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360 appraisal, HRM, Job Analysis, Leadership, Performance Appraisal, Personality Tests, Psychometric Test Training and Accreditation, Psychometric Testing, Recruitment & Selection, Saville Consulting Wave, Saville Wave Training |
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Wednesday, March 17th, 2010
The Amazing Apollo Profile
This free webinar will be facilitated by Mr. Jim Bowden, the developer of the Apollo Profile. The session will be interactive (provided attendees kit themselves out with headphones and a mic!) and Jim will present numerous interesting case studies.
The webinar will cover the following:
• Introduction: The Amazing Apollo Profile- can transform Recruitment, Staff Development, and Organisation Performance –Client example
• Apollo Questionnaire – valid/reliable/comprehensive
• Why is Apollo amazing? Apollo Advantages
• Using and interpreting of Apollo reports with anecdotes
• Recruitment – Accurate, easy, low cost – Case Study using Apollo Best Match in China for filtering 12,000 applicants for 40 Graduate level jobs
• Training and Development – Unique Apollo report PLUS downloadable solutions. Convenient, low cost, motivating
• Organisation Development. Benchmarking: Can analyse and identify current corporate strengths and weaknesses – then create high performing models/culture, identify engagement issues – case studies
• Customising: Develop models that work specifically for your organisation. If your organisation is serious about leadership through people.
• Integrate everything together with flexible multi-purpose Internet Online solutions. Use your own competencies frameworks and vocabulary – examples
• Special Offer – have to listen to Webinar to find out!
Date: Monday, May 17, 2010
Time: 12:30 PM – 1:30 PM SGT
After registering you will receive a confirmation email containing information about joining the Webinar.
System Requirements
PC-based attendees
Required: Windows® 7, Vista, XP, 2003 Server or 2000
Macintosh®-based attendees
Required: Mac OS® X 10.4.11 (Tiger®) or newer
Space is limited.
Reserve your Webinar seat now at:
https://www1.gotomeeting.com/register/522465752
Tags: Apollo Profile, Apollo Profile Hong Kong, Apollo Profile Malaysia, Apollo Profile Singapore, HRM, human resource management, human resources, Personality Assessment, personality test singapore, Personality Tests, psychometric test, psychometric training singapore, reliability of psychometrics
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Free Webinars & Online Learning, HRM, Personality Tests, Psychometric Test Purchase FAQs, Psychometric Test Training and Accreditation, Psychometric Testing, Recruitment & Selection, Talent Management |
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Thursday, March 11th, 2010
PsyAsia International is pleased to once again be supporting Singapore’s Human Resource professionals as a sponsor of the Singapore Human Resources Institute’s Annual Human Resource Congress.
The Singapore HR Congress and Business-Connect Exposition 2010 will address the newly derived term of HR TransmutationTM and explore the topic in deeper context. The current economic churning has made it explicitly clear that industry is not just facing another downturn but it is accompanied by impactful structural, demographic and mindset changes across industry and top management cannot afford to respond with anything less than a complete overhaul of the system to survive and sustain. Renowned speakers and leaders from the HR fraternity will share their experiences and provide useful insights on the know-how of managing paradoxes in a turbulent world.
PsyAsia’s clients are entitled to a 35% discount on the price of conference tickets. Please contact us in the first instance to avail of this special offer.
“A strong and capable HR community can be the catalyst and change agents to initiate and implement people development efforts in organisations, and help build stronger capabilities amongst our business leaders and managers.”
PM Lee Hsien Loong
11th World HR Congress 2006 organised by SHRI
PsyAsia International is Asia’s leading independent distributor of Psychometric Tests of Personality and Aptitude. From offices across Asia, including Singapore and Hong Kong, our psychologists assist the world’s top organisations and local governments to recruit, select, assess and retain the best employees. Our services are only offered by fully registered organisational psychologists with years of experience in their field. PsyAsia also offers world-class training in Psychometric Testing in Singapore, Malaysia, Hong Kong and Online.
Tags: hr, hr conference singapore, HRM, hrm singapore, human resource management, human resources, Performance at Work, Personality Test, psychometric test, psychometric training singapore, Recruitment, Selection, Talent Management
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Tuesday, March 9th, 2010
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 Assessment Centre and Development Centre Training in Singapore Register for the above course
View full course outline and previous delegate feedback
To avail of the 10% early-bird discount, simply enter code ACDCEARLY on page 3 of the course registration form – ensure you register by 18 March and pay within 14 days!
To avail of the 40% discount for the Behavior-Based Interview Course, simply click the additional option of this course on the final page of the booking form for the Assessment and Development Centre Course. 40% Discount only open to those who register for the Assessment & Development Centre training and may be used in conjunction with the early-bird discount.
PsyAsia’s three-day Assessment and Development Centre Course provides delegates with a grounding in the assessment centre methodology and ensures that by the end of the course delegates are able to:
- Evaluate whether or not their organisation is ready to implement assessment/development centres as a tool for effective selection and development.
- Assess and prepare the resources required to successfully run an assessment/development centre.
- Design and implement an effective assessment process within their organisation.
- Understand the role of the assessor and the skills necessary to be effective in this position and have a full appreciation of reliability and validity within the centre.
- Conduct an assessment/development centre – from logistics to design of exercises matched to job requirements, through to the proper and ethical use of information collected, writing reports and validating the centre.
Tags: assesment centres, assessment center training, Assessment Centers, assessment centre training, assessment centre training in singapore, development centre training, development centres, HRM, human resource management, human resources, training courses in assessment centres
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Assessment Centers, Recruitment & Selection, Talent Management |
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Friday, February 19th, 2010
 Click the image to register! This 90-minute webinar will cover some basic principles in recruitment and selection. Despite being basic, the principles are essential in ensuring integrity in delivery of service to the client of a recruitment consultant. In our work in Asia we come across many recruitment consultants each week. We value them as clients and recognise from our interactions that much of what they are doing goes against best practice and wish to help!
This webinar aims to address some of these issues and will cover topics such as:
- What information do I need from my client?
- What questions should I be asking my client when I meet with them?
- How do I do a brief job analysis?
- What is a person specification? Why is it important?
- How do I produce a person specification if my client doesn’t give me one?
- How do I choose which psychometric test(s) to use?
- Basic Behavioural Interviewing skills
- What other assessments could I use?
- Is there an easy way to collate all of my data on multiple candidates and rank order it for presentation to my client?
The webinar is aimed primarily at recruitment consultants, however the material covered will be useful and applicable to anybody involved in employee recruitment/selection.
There is a small US$10 fee for the webinar to be paid by credit card at paypal.com* and you will receive details after registration. All paid registrants will receive a one-week access to a recorded version of the webinar at our online learning center. This will help you recap information and will be useful if you are unexpectedly unable to attend the live session.
*Fee waived for PsyAsia clients who have made any purchase in the past 3 months.
The session will be conducted by a fully registered organisational psychologist with years of experience in recruitment, selection and development for multi-nationals as well as governments in Asia. There will be ample time for questions and answers – if more time is needed, an additional session can easily be arranged without further fee.
Click the image to register!
Tags: Behavior Interviews, Behavioural Based Interviews, Employee Selection, hr, HRM, human resources, Psychometric Testing, Recruitment, Recruitment Consultants, Scientific Recruitment and Selection, Selection
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Monday, February 8th, 2010
A couple of weeks ago, my buddy Chris Ferdinandi over at Renegade HR and I talked about multi-generational workforces and what they mean to employers for his podcast (one of the few I actually listen to). Want to have a listen? Of course you do:
So what are always my main points about generations?
- There are differences between various generations.
- Sometimes these differences are blown out of proportion to their importance.
- Often these differences relate to career level rather than generations.
- Truly skilled managers rarely have issues dealing with a multi-generational workforce.
- Problems with managing certain generations often point to greater leadership issues.
- Generation Y can talk about whatever they want but businesses speak the language of action.
Read More…
 Sourced from: HRM Today Featured Posts
Tags: age at work, ageism, HRM, human resource management, multi-generational workforces, recruitment and selection
Posted in
Human Resources Articles (General), Performance at Work, Recruitment & Selection |
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Saturday, January 30th, 2010
 Technology has made it so that I can email you much more easily than I can call you. We can communicate virtually just as well as we can connect face-to-face. With the recession cut-backs, many companies have taken advantage of that. Workers have been treated as disposable. Cost-containment is important. It’s the most important part, in fact, if your business is struggling financially. But what is creating disposable workers doing to your company?
Temps, freelancers, contractors, and interim executives are easy to get rid of. What kind of culture is having temporary workers creating? First, the bright side…
You get better talent.
The more ’stable’ jobs are the ones that are sought after by high potentials seeking the executive track. Since there are fewer of these positions available, competition is increased, and you can be more selective. Yet, the temps, the contractors and consultants feel the competition as well, because you are their ‘client.’ You can hire experts when experts are needed and generalists where generalists are needed. Consequentially, the bar is increased and you have your pick.
Read More…
Sourced from: HRM Today Featured Posts
Tags: HRM, human resource management, Leadership, management practices, Performance Management, talent, Talent Management
Posted in
Human Resources Articles (General), Leadership, Performance at Work, Recruitment & Selection, Talent Management |
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Friday, November 20th, 2009
Work References are a common assessment method utilized by most organizations in their recruitment and selection processes. Work references are based on the principle that the past performance of an individual is highly predictive of their future performance. Organizations obtain information from the candidate’s prior employers regarding relevant aspects of their work performance so as to get a perspective of how well the candidate would perform in the available job position.
Although this may appear to be a valuable selection tool for assessing candidates and seem to provide important information regarding their past performance, it is critical to be aware of the inherent limitations of such a method of assessment. Candidates who apply for job positions are likely to have a vested interest to market themselves to the organization and to ultimately obtain the job position that they were applying for. With this in mind, work references that the candidates provide are likely to be work references that would portray them in a favourable light. The result of this limits the validity and reliability of work references as a recruitment and selection assessment method.
Organizations who utilize work references as a significant component of their recruitment process need to keep this in mind when evaluating candidates. One way of ensuring that work references are more valid is to ask behaviour based questions regarding the relevant areas of the candidate’s past performance and obtain specific examples of situations which highlight the action that was taken by the candidate along with the final outcome. This provides a more accurate portrayal of the candidate’s past performance as it highlights specific references regarding the work behaviours that the candidate has demonstrated in the past.
Tags: Recruitment, Selection, Work References
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Human Resources Articles (General), Recruitment & Selection |
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Wednesday, November 4th, 2009
Behaviour Based Interviews are structured interviews that are meant to assess individuals or candidates through a standardized process. These are designed to assess how well the individual or candidate will perform at work. The basis of the Behaviour Based Interview is dependent on the principle that past behaviour is a good predictor for future performance.
In traditional interviews, the interviewer usually asks open-ended questions based on information that is usually collected at other stages of the recruitment process. The information provided by the candidates will be more subjective and difficult to interpret consistently, allowing for a range of biases to influence decision making.
With Behaviour Based Interviews, the interview format is usually in a structured format, meaning that all the interviewees undergo the same questions in a similar manner. In addition, the questions are phrased in a manner so as to prompt the candidates to provide responses about specific examples of their past behaviour. This makes interpretations and comparsions between individuals and candidates more meaningful.
Tags: Behaviour Based Interviews, Behavioural Event Interviews, Interviewing
Posted in
Human Resources Articles (General), Recruitment & Selection |
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