Candidate Questions and Answers:

Q: How long does the assessment process usually take?

A: The time required to complete the testing can differ depending upon the assessments which are required to be         complete for specific roles.  The testing can range from 40 minutes to 4 hours.  This will be outlined when you are set up to complete the assessments.

 

Q: Do I have to complete the assessments all at once?

A: No, the assessments do not have to be completed all at once.  As outlined in the testing email, each assessment takes a specific amount of time, and that assessment must be completed once started (you are not able to log off and come back to the assessment later).   

 

Q: Do I need to use a computer, or can I use an iPad, phone or tablet?

A: The assessments must be completed on a PC or Mac computer, as the online platforms are only supported on these devices.  If you complete these assessments on an iPad, tablet or phone, this will likely lead to technical difficulties, impacting on your results. 

 

Q: Why do I need to complete the Pre-Assessment Questionnaire?

A: The Pre-Assessment Questionnaire allows us to understand the specifics around the testing process for you, including whether you have been exposed to psychometric assessments previously, or if you are able to perform to the best of your ability on the day.  By completing the Pre-Assessment Questionnaire, you are also confirming that you have given Integrated PeopleStrategies permission to release your results to the relevant company. 

 

Q: Can I find out my results from the psychometric assessment process? 

A: Yes, Integrated PeopleStrategies is happy to provide feedback on your assessment results subsequent to the completion of the selection process. In line with our policy, candidates only receive this feedback once the potential employer has informed them regarding the outcome of their application.  The feedback is provided verbally, via telephone and takes approximately 15 minutes with one of our psychologists.  If you are interested in receiving feedback, please contact Integrated PeopleStrategies on (07) 3220 2711 during business hours or info@peoplestrategies.com.au and we will organise a telephone appointment.

 

Q: Who do I contact if I have questions?

A: Our team is more than happy to assist with any questions or concerns that you may have.  Please call us on (07) 3220 2711 during business hours or send through an email to info@peoplestrategies.com.au and we will endeavour to assist in any way possible. 

 

Q: I am sick and/or tired.  Should I wait to complete the assessments?

A: If possible, that would be advantageous.  People generally perform at their best when they are feeling physically and mentally well.  If you have been given a strict timeframe from your potential new employer, please do not hesitate to give us, or them a call to discuss whether this can be renegotiated.  

 

Q: What happens if I have technological problems?

A: If you encounter any difficulties while completing the assessments please do not hesitate to give us a call (07 3220 2711) if this is during office hours.  If this occurs outside of our usual office hours of 8:30 – 5:30, Monday – Friday please send us an email (info@peoplestrateiges.com.au) and we will contact you as soon as we are back in the office.  Please outline the difficulties you encountered and any other details you can remember that might assist us in the troubleshooting process.

 

Q: What do the assessments have to do with my work performance? 

A: The assessments that are completed measure your aptitude and/or your behaviour.  The aptitude assessments provide us with an indication of your technical ability to perform in the role, depending upon the specific requirements for the position.  The behavioural assessment measures your personality characteristics and we analyse this in regards to the specific role competencies.  

 

Q: What if I have completed psychometric testing previously?

A: If you have completed psychometric assessments, please advise us of this through either a phone call or email.  In some instances, we may be able to utilise this information rather than having you complete assessments again. 

 

Client Questions and Answers:

Q: How do we know which tests to use?

A: We customise the assessments required, and the behavioural competencies these are measured against to meet your needs and company culture.  Our Consultant Psychologists can determine which psychological assessments would be appropriate, based on a role description or discussion.

 

Q: Who can I talk to about designing an assessment process that suits my recruitment and selection needs?

A: Our Consultant Psychologists are able to assist in designing an assessment process that suits your recruitment and selection needs.  We are able to adapt our process to suit not only the role competencies, but also taking into consideration the volume of likely testing, turn-around time required and budget. 

 

Q: Who do I speak to about receiving feedback?

A: Any one of our Consultant Psychologists can talk you through the results from the assessment process.  Please give us a call on 07 3220 2711 during business hours and we can arrange a telephone appointment for such feedback. 

 

Q: How long does it take to receive results from the assessments?

A: Once the candidate has completed the assessments, our policy is a 24 hour turn around with results.  If you are receiving a report on the results, this will be emailed to you within this time period.  For urgent requests, we can arrange a verbal debrief prior to receiving the report.  We encourage you to call and clarify any queries.  

 

Q: What are the benefits of psychometric testing?

A: Psychological Assessment is an objective way to identify an individual’s strengths, areas for development, motivational factors and work preferences.  It also enhances the ability to manage ongoing performance.  

 

Q: Where does psychological assessment fit into the recruitment and selection process?

A: In the recruitment and selection process, some people will sell themselves up, while others will sell themselves short and often the way we respond to someone in an interview and our impression of them.  As well as this, people are often managing the impression they provide during interviews and other elements of the selection process.  Psychological assessment is a tool that can be used to objectively assess the suitability of a candidate to a role, measuring the aptitude and likely behaviours of a candidate in an impartial and unbiased manner. 

 

Q: Are there industry standards for psychological assessment?

A: Yes.  To meet the industry standards for recruitment and selection, psychological assessments must have been found to be both reliable and valid.  To ensure this, the assessments that are utilised must have been widely studied, providing consistent results that they are predicting, measuring and capturing the aptitude and behaviours for which they are intended.  Many of the assessments that are on the market do not go through this rigorous validation process.  At Integrated PeopleStrategies, we make sure that research is conducted prior to providing assessments to our clients to ensure our practice is evidence based.