FAQ’s and Briefing to Candidates

Briefing to Candidates
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    Is any Preparation required?

    Candidates can prepare by having a good night's sleep and breakfast before the day of the assessment.

    Please note that candidates should not be assessed if they have not slept the night before the assessment, are ill or are fasting as these factors are highly likely to impact on candidates' performance, especially on the cognitive and competency assessments.

    Candidates should have directions and telephone numbers on hand of where they are going for the assessment, and should bring an up-to-date CV, and snack for lunch if the assessment is done at ADS offices.

    If glasses or hearing aids are normally used, these need to be brought to the assessment.

    The dress code at ADS is smart casual.

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    How long does the Assessment take?

    Normally, the assessment part is done in the morning and takes until about mid-day. Thereafter there may be an interview to contextualize information and to provide the candidate with feedback on the findings. Kindly contact ADS for specific details on how long the assessment will take.

Frequently Asked Questions
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    What are Psychometric Assessments?

    Psychometric assessments are standardized* measuring instruments that aim to add more objectivity to the evaluation of candidates. Psychometric assessing is a method of obtaining relevant samples of behaviour from individuals in order to make better informed decisions about who to select for limited opportunities, e.g. who to promote into new position or entry into a learnership or graduate programme, etc. This enables companies to compare candidates for the same position in a fairer and more objective manner. It also provides candidates with realistic information on their relative strengths on the dimensions measured.

    *Standardization of assessments requires the collection of a large number of test results from specific target groups that have all been subjected to the same assessment instructions and time limits. Candidate’s scores can then be compared with scores of large samples of candidates from a similar South African norm group, e.g. matriculants or Science graduates.

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    Why use Psychometric Assessments?

    More and more companies recognise that the right people are truly their company's most important asset. Psychometric assessment is a cost efficient way of obtaining information about people’s abilities and traits that are critical to work success, but are often difficult to gauge accurately and objectively in conventional interviews or reference checks. Standardized assessing for selection purposes therefore provides the organization with an indication of who will be the best probable fit for an available position or development opportunity.

    The benefit to the candidate assessed is that feedback on the assessment results may be provided, assisting them to develop greater self-insight into their relative strengths and development areas, so that appropriate training or self-development can be identified.

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    What do Psychometric Assessments measure?

    Psychometric assessments can be used to measure a variety of capabilities or competencies, for example learning potential, specific skills, personality traits, interests and emotional intelligence.

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    What are the Legal Requirements regarding Psychometric Assessing in South Africa?

    The Labour Relations Act and the Employment Equity Act state that no individual or group of individuals is to be discriminated against unfairly by the use of any selection measure, and stipulate that psychometric assessments must be valid, reliable and unbiased for the SA population on which it is to be used.

    The Employment Equity Act specially notes that in assessing people for employment purposes, employers should consider the ability of applicants to acquire the skills to do the job if they have been previously denied opportunities. Assessing dynamic learning potential is considered to be a fairer way to allocate work or training opportunities, as compared to basing such decisions on whether candidates have been granted the opportunity to acquire specific skills through advantaged schooling etc.

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    Is the Process Reliable and Valid?

    The psychometric assessments used have gone through scientific validation studies and have been shown to be valid and reliable.

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    Can Psychometric Assessments be failed?

    Psychometrics cannot be failed nor are there "good” or “bad" assessment results. Instead, a candidate’s results are compared to a relevant norm group as well as the inherent requirements of the job or development programme. Psychometric assessment is only one source of information and not usually the only deciding factor in selection or career development decisions. A candidate’s career history, past/current performance, experience, qualifications and interview, are all useful additional sources of information.

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    Do Candidates receive Feedback on Results?

    Where possible, verbal feedback will be provided. Feedback can only be provided by a registered psychologist or psychometrist.

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    What happens to Candidates’ Results?

    All psychometric assessment results are treated confidentially. Assessment results should be interpreted by trained professionals and will only be made known to relevant decision makers.