There's such an argument in practitioner circles about which psychometric test to use. Some say 'simpler the better' whilst others say 'accuracy first'. Others focus on the moral and ethical issues in providing any unfiltered information to test respondents. So how to make sense of this debate?
Job titles should show three things: position in the profession, knowledge about the domain and where the job fits internally. Using Sales Manager as an example find out why it is important to get the title right.
Discretionary behaviour contributes positively to overall organisational effectiveness, contributing to operational and organisational outcomes. We explain what discretionary behaviour is. Behaviour sits between motivation and performance. If we are motivated, we behave in a particular way. That behaviour causes performance.
Anyone working between 11pm and 6am on a regular basis is classed as a night worker. In the majority of cases their managers are day workers. So, how can this scenario ever work?
Some owners think of selling ahead of time and set dates and plans. Some get to a point where they’ve had enough. Others unexpectedly realise that the firm has huge value and decide to cash in while they can. And when owners elect to sell, everything happens quickly – and often without thought for the employees. This blog highlights actions to secure enterprise and asset value when selling a firm or its assets.
There are four primary instruments that should be used to conduct a robust selection process during recruitment - the aptitude test, the personality profile, work sample tests and a structured interview. This blog focuses on the personality profile, which is one tool in a suite of psychometric tests.