There are many different kinds of Psychometric Testing on the market, some more effective than others.  PMSL has chosen the Five Factor Model, on which most other tests are based because it was developed specifically for use in business organizations, used in the USA by companies as diverse as AT&T and Disneyland and in Trinidad & Tobago by companies such as Lever Brothers an National Flour Mills (manufacturing), Venture Credit Union, Guardian Holdings Ltd and ScotiaBank Ltd. (finance).  We recommend its use because it is reliable in predicting employee’s performance in particular jobs.

This saves time and money in recruiting the right people for the right jobs for recruitment or promotion and in making decisions about training.  This test is also used for career development where the information provided about an individual’s personality is used to identify careers which are compatible with their personality, leading to personal satisfaction with job and life.

Background:

The Five Factor Personality Test assesses personality on five different factors:  Negative Emotionality, Extraversion, Openness, Agreeableness and Conscientiousness.

The Negative Emotionality factor gives insight into how a person handles negative emotions such as anger, worry and stress,.

The Extraversion factor assesses the person’s preference for interpersonal interaction; whether they prefer to work with other people or whether they prefer to work alone, or whether they can work in either capacity.

The Openness factor assesses the person’s preference for working with new ideas and their intellectual curiousity and flexibility in new situations.

The Agreeableness factor gives insight into how the person tends to relate to others, especially those in authority, those in teams, those in need of assistance or guidance.

The fifth factor, Conscientiousness, assesses a person’s work habits.  This factor gives insight into whether or not a person may be focused or flexible, ambitious or goal oriented, multi-tasking or deadline oriented.

Job Profiler:

As we all know, a candidate can have academic qualifications and past experience in another company but not fit in with the culture, the clients, or the stresses of a particular job.  The job profiling application in Five Factor Personality Testing takes much of the uncertainty out of recruitment choices.  Because it is scored impartially by a computer application it cannot be accused of choices that are politically or ethnically biased.

Job Profile:

The job profile consists of thirty facets measured by the Five Factor Model followed by five descriptions used to establish the company’s preferred personality profile for a particular job.  The test-taker’s results are matched to the profile following testing.

Testing Procedure for recruitment or promotion

1. A job profile is drawn up for each specific job against which an employee will be tested for suitability.
2. The test will be administered at PMSL’s premises, under professional supervision or online, if the employee is comfortable with that.
3. The test will be scored, results printed out and an analysis report prepared.
4. Results will be explained to the employer and if requested, the individual.