Job Applicant Competency Based Interview & Psychological Assessment by Psychologist

Create Job / Role Profile

Once you decide to go ahead with the service, we will ask you to sign an agreement and then send us further details about the role you are hiring for. We need at least a job description and list of 6-8 competencies with full definitions of what these competencies mean in your role/at this level. We would also appreciate full details of skills, knowledge, background etc. of a successful candidate, along with information about your organizational and team cultures. We may additionally ask you to undertake a job analysis questionnaire. We will consult international competency and behavioural indicator databases to provide us with a clear understanding of the job.

Based on your role requirements, we will recommend the most suitable psychometric tests and invite your candidates to complete these assessments online. Once completed, we score the assessments and produce reports.

With the role profile, job description, person specification and results from the psychometric assessments in hand, our experienced Registered Psychologist will now (optionally) interview your job applicants. We use mainly a technique called “Behaviour Based Interviewing” where we gather evidence from previous work experience to support or refute the notion that a particular candidate has the competencies and so on required to be successful in the role.  This technique has been shown through years of scientific research to be the most valid interviewing technique to predict work performance. (Note that not all clients want us to undertake this interview due to budget constraints. If this is the case, we move on to the final point below.)

The final step is to send the psychometric assessment report(s) to our client by email a short time before we meet the client and other stakeholders online to engage in a full feedback session. The objective is for the client/decision-maker to fully understand the reports and their limitations, along with the candidate(s)’ likelihood of succeeding in the role given all the information to hand. We typically recommend assessing at least 3 or 4 candidates for any single position to make any comparison meaningful. Many of our clients ask us to undertake assessments of a much larger number of candidates however, so we have expertise of testing over 1000 individuals and short-listing these down to smaller numbers for final interview with the client.