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Selecting for Success
Assessment Testing
A proven way to reduce the risk associated with staff selection and development is the inclusion of some form of robust psychometric assessment. Information obtained from an assessment programme will enable you to make decisions about how to best motivate a new recruit, proactively manage their development, and better target organisational expenditure on their training.
What makes OPRA different?
OPRA is the New Zealand distributor of the GeneSys range of assessment tests, developed by Psytech International in the UK. GeneSys offers a comprehensive range of psychometric tools that support the recruitment and development of staff. To read more about the GeneSys system, and how it can assist staff selection, please visit GeneSys Psychometric Assessment.
Assessment & Development Centres
Assessment Centres (ACs) and Development Centres (DCs) are methods of assessing people for selection or development. They are characterised by the inclusion of multiple exercises and at least one practical simulation. ACs are used to assist in selection decisions, while DCs focus on individual learning and development. To read more about the value of ACs and DCs to your organisation please visit Assessment and Development Centres.
Candidate Benchmarking
OPRA has the New Zealand distribution rights to leading-edge software called Profiler Wizard. This is an important tool in the move towards objective selection and development activity since it allows organisations to more expediently manage large volumes of candidate data.
What does Profiler Wizard do?
Matches people to positions and produces an exact measure of 'fit'
Matches people to people and objectively identifies the areas of similarity or difference
Matches positions to people on the basis of someone's particular strengths, values, interests, and so forth
What are the benefits?
allows the user to compare candidates against standard selection criteria
supports the screening of a high volume of candidates on the basis of their alignment to the ideal profile
helps determine which behaviours best differentiate a short list of candidates
removes false assumptions about which characteristics best suit a role
standardises interpretation and decision making
supports financial gain (through improved job fit, productivity, etc.)
