Employers:
When is the ideal time to put someone through the assessment process? Why are some people given harder tests than others? How long does the information remain valid? Do I discuss the information with candidates during the induction process? Candidates What does the recruitment process involve? How long does the assessment process take? Do I have to bring anything to the assessment? What happens to my personal information? Who gets to see my results? How and when do I get my results? If I am not hired, is it because of my assessment results?
When is the ideal time to put a someone through the assessment process?
Ideally, the testing information should be undertaken prior to the final interview. It provides context for the person's behaviour and allows you to ask important questions to see if you can find evidence to support any concerns raised in the profile. Why are some people given harder tests than others? One of the main aims of psychometric testing is to create what is called meaningful comparisons. In other words, we want to compare people's ability to do certain things (such as problem solving or calculating from numerical data) compared to people who have similar responsibilities. As such, the tests are aimed to reflect the degree of difficulty of roles. The general rule is that the higher the cognitive demands of the role (by that I mean the more complex the data or the more higher level information one is likely to receive) the more complex the test. This allows us to make meaningful comparisons of candidates' abilities compared to people in similar roles. How long does the information remain valid? The timed reasoning tests are a measure of ability and to use a sporting analogy if you practice hard enough on particular skills you will inevitably improve. Obviously we all have different learning capabilities, and therefore there are limits to how much someone can improve, but generally speaking the reasoning data is more of a test of here and now information and therefore should not be viewed beyond a few months. Personality data on the other hand is different. It is a fundamental or underlying measure of a person's style, and this has been built up over many years and therefore is quite stable. That does not mean that people will not change, or to be more precise will not evolve, but it does mean that generally speaking the data is comfortably valid for a period of at least 12 months, maybe as much as 18. Thereafter, the personality data is likely to be impacted upon by the person's experiences at work, because a profile is an interaction between a person's drivers and their environment. As such, a general rule is 12 months is safe, 18 months is probably still okay, thereafter however retesting may be required. Do I discuss the information with the candidates during the induction process? At this point, the successful candidate is encouraged to seek feedback on their results from Opic. After this has occurred, we would recommend the relevant manager discuss the results with the candidate (particularly induction and development suggestions), during the company's induction process in order to devise a short term plan of how best to transition the candidate into the role and also action those relevant development needs. Also, given the manager is welcomed and encouraged to discuss the results of candidates with Opic during the selection process, by the time the candidate commences in the role, the manager will have a deeper understanding of the results anyway, and therefore be familiar with the candidate's development needs and best way to induct/manage them. What does the recruitment process involve? Depending on the role and organisation for which you are applying, the assessment process will vary. Normally assessment involves two stages: 1. Personality Questionnaire The first stage involves the completion of a personality questionnaire. This is completed online. 2. Timed Abilities Assessments The second stage involves the completion of up to 3 timed abilities assessments, including a Verbal, Numerical and Abstract Reasoning Assessment (again this will depend on the company and role you are applying for). The abilities tests are generally online and must be completed under supervision with an Opic consultant. How long does the assessment process take? The personality assessment takes approximately 50 minutes to complete and is completed online in your own time. The timed abilities assessments take approximately 1.5 - 2 hours, if completing all 3 assessments. Do I have to bring anything to the assessment? You are not required to bring anything to the assessment as you will be provided with pencils, calculator, and paper for working out. However if you normally require glasses/contacts, you are advised to bring them along. You can bring your own calculator if you prefer. What happens to my personal information? Who gets to see my results? Once you have completed your assessment, your results will be interpreted and compiled in a report. The report is sent to the relevant person(s) in the organisaiton for which you are applying. How and when do I get my results? Once a final decision has been reached and you are advised as to the outcome of the recruitment process, you can contact Opic to obtain a copy of your results and arrange for your feedback with an Opic consultant. Please contact the Opic representative that arranged your assessment for further details. If I am not hired is it because of my assessment results? No. Psychometric assessments are used as part of the overall process, in conjuction with interviews, and background history etc. Therefore assessments are not the be all and end all of the process. | 
