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About Psychometrics
Psychometric testing is now a
fundamental part of recruitment. Everyday more companies
are integrating it as part of their process in getting
the right people for the job. Caribbean Resourcing
Solutions Ltd (CRS) is offering
you the chance to test job applicants.
As an Employer you will get a better understanding about
what makes them tick and how they behave. There are many
forms of psychometric analysis. Caribbean
Resourcing Solutions Ltd (CRS)
uses the popular DISC version.
A DISC Profile is a
technique that uses a simple questionnaire as a basis
for revealing insights into a person's behavior.
Recruiters around the world have been using this
technique for decades, but now myDISCprofile
gives you the chance to see your own DISC profile. C
Profile is a technique that uses a simple questionnaire
A DISC Profile can
help you explore many different features of your job
seekers personal style, including their approach to work
life, their communication style and motivation, their
particular strengths, and a lot more besides. To show
you just what you can learn from a DISC profile, they
have provided a range of sample reports on the site.
There
are many ways of evaluating an individual's skills or
approach, and predicting their likely behavior from the
results.
At
one end of the scale are fairly simple tests designed to
evaluate specific skills and abilities, such as an
examination or driving test. At the other end of the
scale lie batteries of personality tests, designed to
build as complete a picture of a person's style and
approach, in general terms, as possible.
DISC lies somewhere between these two poles. While it
isn't a full 'personality test' in the strict technical
sense, it provides an insight into an individual style
that is more than adequate to predict the likely trends
of their behavior in the future. It does this by
evaluating four key factors in an individual style,
rather than the sixteen or more that are often seen in
full personality tests (for example, DISC makes no
attempt to measure such factors as intelligence).
This confers the advantage of greater accessibility:
while a full test battery will often contain literally
hundreds of questions, and take hours to complete, a
DISC profile questionnaire contains only twenty-four,
and can be usually be performed in fifteen minutes or
less. This also provides advantages in the area of
interpretation; while the interpretation of results from
a full test remains in the province of experts, DISC
results are sufficiently well-defined that their
interpretation can be almost completely automated.
At its most basic level, DISC measures four factors of
an individual's behavior: Dominance, Influence,
Steadiness and Compliance. These are fairly complex
constructs, and aren't easily expressed in single words,
but they can be characterized as assertiveness,
communication, patience and structure. (You can find
much more information on these four factors in the DISC
Factors section of this site).
The real power of DISC, though, comes from its ability
to interpret the relations between these factors. For
example where a highly Dominant person has an equally
high level of Influence, they will behave quite
differently to an equally Dominant individual without
that Influence. The factors combine like this to provide
(theoretically) around one million different 'profiles'
(that is, combinations of the four factors).
Using this information, DISC can be used to describe a
person's general approach, including their motivations
and dislikes, strengths and weaknesses, and some of the
basic assumptions they make about other people. It can
also go far in helping to predict how a person will
react to a specific set of circumstances
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