In selection and recruitment, most organisations and talent decision makers invest substantial resources in utilizing assessment tools with the aim of attaining the best prediction of an individual’s job performance. These assessments often comprise of test batteries which produce a number of scores in differing areas of performance which are then combined to produce an overall picture of the individual’s match for a predefined role. However, few decision makers stop to consider the implications of their assessment integration method on the accuracy of predicting job success. 

The last 10 years have seen a steady increase in the use of online assessments. With this growth comes unique questions in how best practice can be maintained in psychometric testing. A key issue around technology and online assessments relates to the impact that various technologies have on accessibility, standardisation, fairness and consistency. For instance, when one takes into consideration the use of mobile technology, how do factors such as screen size, page orientation, download time and input devices, amongst others, impact standardisation, fairness and the reliability of the assessment data.

Have you ever been asked for online practice tests or been invited to complete assessments? Are you curious to know more about cut-e assessments and what they are like? 

Currently cut-e has three different types of ability assessments that can be tried out should you require practice tests. The following is available from the cut-e test drive page: 

• Frequently asked questions;
• Key facts about online assessments;
• How to best prepare for a test;
• What you need to know or do;
• What happens after assessments.

The site has been created by cut-e to help individuals prepare for the selection or development process. The assessments will be similar regarding question types, the format and the difficulty of the tests. To test drive the three assessments, please click here.

The new book, Psychometrics@work from Professor Peter Saville and Tom Hopton provides a preview of what can and can’t be done with psychometrics. 

The book is written and designed for individuals who are interested in learning about psychometric assessment including taking tests or implementing them. Psychometrics@work provides a straightforward approach to a field of study which can be seen as daunting or complicated area.

 “A really helpful book. There are lots of psychometric instruments around and hardly a year goes by without something new being published. It’s sometimes hard to know what’s what objectively. Plus, we all hang on to our favorites, even when they are getting a little long in the tooth! Books like this allow us all to step back and think about what we are using and why.” – CI Welford

The book is already receiving great reviews, click here to read more.

Graduate recruitment has changed considerably in recent years – and we are fortunate to see this first hand, and across the world. Howard Grosvenor, from cut-e, has brought some interesting insights of current trends in graduate recruitment. Some of the highlights are reflected below.

A greater use of behavioural and values models by organisations in graduate selection. There has been a shift away from using universal competencies required in graduates, towards identifying a match with specific organisational competencies.