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Psychometric tests are psychological tools used by employers to gauge your suitability for a role. These tests range in subject matter and content to measure a variety of desirable skill sets like numerical, verbal, and logical reasoning. The two main reasons companies use psychometric testing are, one to improve and reduce HR and recruitment costs and two to ensure that only quality candidates are on board, thus avoiding employee turnover. The main goal of an aptitude or psychometric test is to ensure that a candidate possesses the amount of skill and cognitive ability to perform the duties of a job/role. The most common skill sets being measured by these tests include numerical, verbal, and non-verbal reasoning skills. Remember, if you wish to stand out among the crowd, practising for your psychometric tests is crucial. The assessments EmployInsight uses, are mostly administered online in a user-friendly format, which enables a national/international reach.

The last 5-10 years (or as agreed with client per risk position) of a candidate’s work history is verified during the verification of employment history. This includes dates, job title, and key functions, reasons for resignation, disciplinary actions, quality of work delivered and general impression regarding work ethics and integrity. It enables employers to identify any career gaps and current employment history. These actions are done telephonically with either the supervisors/direct managers or HR departments. Although only basic information is verified, any negative information will be clarified and confirmed with another referee to ensure objectivity and confirmation of information. The questions asked during this enquiry are based on fair labour practise. This information is included in an EmployInsight integrated report. The benefit of these enquiries is that embellishment can be detected.

Fingerprints are captured electronically with an MSO scanner, delivering a validated search on the South African Police Service (SAPS) database. Our online system is directly linked to the Afiswitch Fingerprint System. We also have the ability to take ink fingerprints upon request. All results will be indicated as either GREEN – no criminal record/no illicit activity or RED – a criminal record/possible illicit activity. SAP69 is available with detail on the crimes or convictions. With the fingerprint result a SAPS certificate will also be issued to confirm the validity thereof.

EmployInsight boasts a cutting-edge approach to Pre- Employment Screening, as we combine a Background Check with Psychometric Tests for a holistic profile of the candidate’s past and current behaviour, performance, and authenticity. By leveraging this process, we assist clients to predict the candidate’s future behaviour and performance in the world of work. Our process is scalable, depending on the level or risk of the position in mind. For a high- risk position, it may be necessary to conduct the full Pre- Employment Screening process, but it is possible to request only a criminal record check or a qualification check etc. We will always advise our client on the most important actions needed, but it is the client’s prerogative to decide what he/she prefers. Feedback is in the form of an integrated report, focussing on possible human risk behaviour that may be to the detriment of any business.