The right tool for the job

Posted on September 17, 2013 by


UP Psychometric Tools

Having flown the family nest more than 4 years ago, I suppose I should have learnt by now to fend for myself when it comes to DIY…

Whilst I can tackle simple things like assembling flat-pack furniture, bleeding a radiator or re-pressurising the boiler, there are some tasks that still send me running for the hills.

Hang a shelf?  No thanks. Change a plug? I’m calling Dad. And don’t even get me started on the car.

But it’s not because I don’t have the tools available – in fact I have a lovely new toolbox which sits in my utility room, all clean and pristine – it’s just just don’t have the expertise to know which ones to use, or how to use them!

I suppose the same can be said for using Psychometrics; for many people, the whole field is a bit mind-boggling – there lots of different tools out there but what are they for? And how do you use them?!

So channelling a bit of 90’s DIY sitcom ‘Home Improvement’, we thought we’d have our own version of (Psychometric) Tool Time with a Question and Answer session!


Q: What are Psychometric Assessments…who uses them…and why?

A: Psychometric assessments have a vast range of uses and can provide a standardised, objective, valid and reliable method of assessing individuals or groups on a range of dimensions such as personality, motivation, verbal ability and numerical skills.

Whilst we typically work with organisations, we can also assist individuals directly for their own career development.

Let’s take a look at a few quick examples of how assessments can be used:

  • Company A is looking to recruit a new Sales Manager and they currently have 3 final candidates. Psychometrics can help the recruiter to determine which of the 3 interviewees would be the best fit for the role and for the organisational culture. They can also be used to construct competency based interview questions.
  • John Doe is in a bit of bother at work because of his slightly aggressive behaviour towards some of the staff he manages. Here, Psychometrics could be used to help him to understand his behavioural style. This can be combined with coaching to focus on developing his management style.
  • Company B is running their annual Away Day with about 40 people and would like to incorporate some team building. Here we could use an assessment like Belbin Team Role Profiles to show how people with different skills and team behaviours can work together to make a brilliant team. It also makes for a creative, interactive and interesting away day.
  • Jane Doe is thinking about changing career – we can use psychometric assessments to help her determine what type of role she would be most suited to so she can explore her options.
  • Company C is running a large graduate recruitment programme and are looking to select their final recruits – we can assist by running an assessment centre that combines ability/aptitude and personality assessments to measure competence and organisational fit.


Q: I just did a Google search and there are lots of assessments out there!  How do you choose the right tool for the job?

A: Here at UP, we know our stuff when it comes to psychometric assessments. As well as having a dedicated Chartered Psychologist with over 20 years of experience in a variety of different settings, we have a range of consultants who are Level A and B accredited for psychometric assessments and are Belbin accredited.

Our years of experience using a range of assessments, means we know that one tool doesn’t fit all.

Rather than choosing to specialise in just one type of assessment, like some other companies, we have the experience and ability to look at a range of options with you and match the right assessment to your situation and specific requirements.

By listening to you and determining what you want to measure, we can provide independent advice on the benefits and uses of a range of assessments and different types of reports including:

  • 16PF
  • OPQ 32
  • Myers Briggs
  • Belbin
  • Scenarios – Managerial Judgement Assessment
  • DiSC
  • Aptitude and Ability Assessments


Q: How do I conduct the assessment and what do I do with the results?

A: Once we know which tool we’re going to use, we can administer the assessment for you in person or online and once complete, we can provide psychometric feedback to help you interpret the results. Our consultants conduct confidential, relaxed and productive meetings which can enable you to make sound selection decisions, raise self-awareness and improve performance in the work place.

The feedback sessions allow you to discuss the results in-depth and to ask the questions you wish to illuminate the results. This process can also help you to construct searching interview questions and to make sound selection decisions.

Feedback can also be given directly to recruitment candidates or can help with the development of individuals or teams within your organisation. This can enhance the profile of your business and set clear development areas for successful candidates.

Best of all, we promise, it’s all in plain English – we have a ‘no psycho-babble’ guarantee!

So the next time you need help with psychometrics, don’t be left scratching your head like me and my tool box, instead, give us a call and we’d be happy to provide advice.