Psychometric testing refers to the process of measuring candidates’ strengths and weaknesses for specific jobs, including their personality and interests related to the job in consideration. Khano Consulting Services offers Selection, Development, Career Assessments & Job Profiling. The process of assessments minimizes the expenditure that is often wasted on continuous recruitment for the same role, re-training and loss of production when selected employees are mismatched with the job requirements.
The aim of these assessments is to assist in the collection & integration of a wide range of information about an individual, in order to provide valuable insight, support and recommendations for a range of challenges & opportunities. Personal Development within the Corporate Environment is a further field where Psychometric Assessments are applicable and thus commonly used. Personal and executive coaches additionally make use of our products and services to enrich their development platform from which they build their client on wards.
Important legislation governs this process which is the Employment Equity Act (no. 55 of 1998, as amended). It has the dual objective of ensuring that only valid and reliable assessments are used and that assessments are applied in a fair manner that is free from bias. The Act specifically states the following:
Psychological testing and other similar assessments of an employee are prohibited unless the test or assessment being used –
- has been scientifically shown to be valid and reliable;
- can be applied fairly to all employees;
- is not biased against any employee or group; and
- has been certified by the Health Professions Council of South Africa established by section 2 of the Health Professions Act, 1974 (Act No. 56 of 1974), or any other body which may be authorized by law to certify those tests or assessments.
All Corporate Assessments that we offer are registered with the Health Professions Council of South Africa (HPCSA) whilst being normed for the assessed population group. When selecting a new candidate for a vacant position, it becomes important that the candidate meets the competencies required. We therefore design a specific test battery for you to assess the employee in the following areas: Cognition (Problem Solving), Leadership, Interpersonal and Intrapersonal competencies, Job Skills, Aptitude, and Operational/Strategic thinking styles, Team orientation, and many more.
These assessments may vary, but are administered on a digital as well as paper-pencil platform depending on the assessment. As part of corporate assessments, we offer you a comprehensive report with a managerial and candidate feedback session. The feedback session here will be focused on the results of the assessment, with developmental guides that will aid you as the employer to make more informed decisions and offer further development to the assessed candidate in turn.
One of our current focuses is Learnership/Internship assessments. Due to the current high drop-out rate in Learnerships and Internships on offer, psychometric assessments are valuable in that they allow for a statistical probability measurement of a successful completion of the Learnership\Internship. This should decrease the drop-out rate and additionally inform the trainer of possible areas that the selected group may need to be developed in before the course commences.
The same would be applicable for Bursary assessments in that the company will be better able to assess not only the cognitive functioning of the candidate but also get an indication of their motivation and drive as well as resilience and other competences that are valuable predictors for academic success.
At the heart of Psychometric Assessment, lies its applicability for developing the individual and/or groups towards their true potential within the business environment. By assessing the employee’s current profile, we are able to determine their present performance and potential growth within the organisation. Restricting thinking styles are hereby highlighted that may prevent your current employee from reaching their optimal performance level. Not only can we advise on the potential increased performance of your employee, but also develop their personal wellbeing through finding inter- and intrapersonal developmental areas that are then highlighted and developed further. Understand the ‘why’ before applying the ‘how’, is therefore the main aim in our Executive Development Assessments. Succession planning can further be guided through this process.
Development can also refer to us developing solutions that aid in automating your internal business processes which are not limited to workshops, team building exercises, personal development interactive exercises and report writing systems. Each solution is tailored for your business and developmental needs.
Career choices can be a large and at times a confusing maze. Through our career assessments we will aid you in ordering the chaos into manageable information that guides informed decision making for your future.
Within the corporate environment, career development assessments are commonly used for decision making with regards to succession planning and re-deployment as well as restructuring. Plotting career paths for candidates can therefore be complex, but this can be simplified through the use of job profile linked competency based psychometric assessments.
Various career assessment solutions are on offer and can be tailored according to your budget. All assessments provide future candidates with valuable occupational guidelines for their future or current career.
As businesses grow and our labour laws become stricter and less ambiguous, it is becoming increasingly important to bring more structure to an organisation’s internal job arrangement. Role and Job profiling are therefore essential in the required legal processes and needed structural designs. Job and Role profiles are working documents that are put together to describe those roles and jobs. It gives a summary of all the components of a role or job. Due to the fact that the current business environment changes frequently, it is advisable to review Role and Job profiles every two years to update it with the latest changes that reflect the current work environment, corporate situation, and corporate structure. We can therefore either update your current working documents with revised Role and Job profiles, or design new Role and Job profiles for your specific organisational needs.
A role or job profile usually consists of the following components:
- Job purpose (why does the job exist)
- Key outputs (what are the key activities performed)
- Technical skills and knowledge requirements (what is needed to do the job)
- Internal and external stakeholders (those affected by the role or job)