Many HR tests today are about more than qualifying in a possibility for
an opening, said by PMaps team a brand name in HR Assessment serviceworldwide.
PMaps call it 'looking for a multi-level match,' it meanscompanies not
simply procuring somebody for an occupation; the individual needs to fit in many
different ways. The candidate should be best fit between the occupation and
manager, and lot more like organization society, and thesurrounding group. And
the key factor is personality because candidate performs according to that
only.
To pick the right applicant and expand its advantages,PMaps Personality Assessmentmanagers
regularly start by widening how they think about the process and the system.
Here are three things to consider when choosing to utilize or not utilize
identity or personality assessment
tests.
Personality assessment is grounded on the modernfive-element model of
personality generally known as the “Big Five” system. It evaluates five broad
traits: Extraversion, Emotional Stability,Conscientiousness, Openness to
Experience and Agreeableness. As per International studies we found that these
are the Big-Five model can be most effective model to predict job performance
as per the personality.
PMaps says that Personality
Assessment should give below information about the candidates:
·
Rigorous proprietary framework to design
systematically valid assessment
·
Relative comparison is possible
·
Predictive
·
Comprehensive
·
Non Westernized Version
·
Detailed reporting
PMaps Personality Assessment
can make key difference in your hiring process and to help you become a
successful business by giving you best advice to choose the right candidate.
For more
information about customer service
assessment & BPO assessment, PMaps
banking assessment please visit the PMaps.
Also view in PPT and PDF.
