Tips About This Profile From Cyril De Lalagade You Need To Know

This profile from Cyril de Lalagade profiling or to use the modern term psychometric profiling is increasing employed by employers to assess potential employees. In a write-up that appeared in The Times the British Market Research Bureau stated that "Nearly three quarters of UK companies now count on psychometric profiling when recruiting." It's now commonplace for employers to use psychometrics to understand, enhance and improve personal and team performance.

Because there are many psychometric tools where to select it helps if you are clear about exactly what it is you desire to measure. Centered on a recently available online poll typically the most popular uses of Psychometrics profiles falls into three distinct areas:

There's no doubt that psychometrics can provide insight in these areas and generate measurable improvements. Yet this trend to use psychometrics is not a contemporary phenomenon as the basic principles of personality profiling has been around for an extended time. You might well be knowledgeable about the trusted Myers Briggs Type indicator test that was developed in the 1950's and remains popular now. This is on the basis of the work of Carl Jung in the 1920's. The lineage of personality profiling may be traced back through the centuries, right back once again to Plato around three hundred and forty years ahead of the birth of Christ.

Surprisingly the essential nature of most personality profiles has remained static in all that time. They measure an individual's psychological attributes using one of two different styles or instruments:

These mainly consist of'right' (like me) or'wrong' (not like me) answers. They are constructed to measure a person's ability or aptitude. Some tests gauge someone's verbal or numerical skills and are employed each time a particular skill or aptitude must execute a job. So, tests tend to measure "hard" skills.

Typically you will find no right or wrong answers because questionnaires consider someone's characteristics or how they prefer to behave. Questionnaires measure "soft" skills.

So whilst it is true that the psychometric profile may take the guesswork out of recruiting and give you confidence for making the right decision and perhaps appoint the right person. They are not always an objective mechanism to short list candidates or eliminate those individuals without the right temperament.

The issue is not the method but the nature of how the data is gathered. Both test and questionnaire based profiles used word based questions to operate a vehicle the profile. And these questions, or variations of these, have been with us for an extended time. Folks who are exposed in their mind are becoming used to the style, pattern and content. In reality you are able to by books and attend courses in how exactly to answer the questions in a way that changes the profile.

It's not too hard, even minus the'inside knowledge '. Including the question below was taken randomly from the trusted and popular test. Does reaching strangers (a) energise you or (b) tax your reserves?

Now it doesn't take much understanding of psychometric profiles to realise that question is measuring your preference for social interaction. Most popular profiles would define this as Introversion or Extroversion. When you yourself have a basic understanding of personality profiles you could predict the employer's requirements, modify your answers and alter your profile. As familiarity with the questions and interview coaching increase the effectiveness of profiles can only just diminish. This is a growing concern for employers.