At the crux of the whole process of human resource management remains the problem of information asymmetry. The candidate always has an upper hand in an process once he sails through the screening stage. Though the technology has helped create HRMS platform that streamline the processes involved, they do little justice to the human element of the process.
Human Resource and its allied activities in the Indian marketplace of skill has been full of paradoxes. On one hand we have companies finding it difficult to find the right talent and on the other we find a whole chunk of candidates failing to get employed. The ones who are employed have a host of reasons to feel unsatisfied with the present engagement and on the flip side companies are trying every possible avenue to get their workforce engaged.
In our approach of trait based assessments we stress on traits as being the fabric of the personality. Psychometric assessments provide a robust, scientific and research based insight into the psychological make-up of an individual. They act as a supplementing tool to critically analyze the credentials of the candidate. They offer rich insights on traits that a candidate has to offer and offers different perspectives to consider while evaluation.
A psychometric test needs to go through a rigorous process to check its construct validity, overall reliability, inter integrity of the questionnaire, inter item reliability, etc. We offer psychometric assessments that are in line with the standards of International Test Commission UK.
What is a Reliable Test?
A test is reliable as soon as it produces similar results over time, repeated administration or under similar circumstances.
What is Test Validity?
The term validity refers to whether or not the test measures what it claims to measure.
It is imperative to have these parameters in place before we start the process of analyzing an individual.