Posts Tagged ‘OPQ32’

OPQ32 – Occupational Personality Questionnaire – Recruitment

Wednesday, April 2nd, 2008

OPQ32  Occupational Personality Questionnaire is the most popular and commonly used Occupational Personality Questionnaire. It was developed by SHL and has been the leading personality questionnaire on the market for over two decades. It is available in many languages and online to assist ease of access.

OPQ32 – How can it help?

Occupational Personality Questionnaires provide an indication of an individual’s preferred behavioural style at work; provide you with in-depth information on how a candidate will fit into certain work environments, how they will work with other people and how they will cope with different job requirements. The OPQ32 is used in selection, development, team building, succession planning and organizational change.

OPQ32 is most used for Graduate, Management & Professional recruitment. It is the leading personality questionnaire in the market. There is a wide range of recruitment reports available from the OPQ32.

Measurability a SHL partner – OPQ32

Measurability offers assessment solutions to organisations to enhance their current recruitment process. We use SHL assessment tools which are global leaders and certainly the most popular tools used by organisations in the UK and Ireland. Our assessments cover all aspects of psychometric assessment including personality, ability, motivation and interest. Most of our assessment tools are online which ensure efficient integration within recruitment workflows.

Measurability specialises in working with organisations that don’t have the time or resource to introduce their own in-house assessments. We also work with organisations who want to trial the benefits of psychometrics before investing. Working with Measurability will enable your organisation experience the benefits of psychometrics without investing in training, material, technology or licenses.

For more information visit our website or email

Psychometric Testing can help you hire the right staff.

Sunday, March 2nd, 2008

The problem with traditional interviews is that they are subjective. A weak handshake or no tie can influence your judgment about an interviewee. Traditional interviews have 4 possible outcomes.

True positive – You interview a candidate and they do a good interview. You hire the individual and they work out great in the job.

True negative – You interview a candidate at interview and they do a terrible interview. You deem them not suitable for your role and you were correct in your assessment. If hired they would not have performed in the job.

False positive – This is when a candidate does a great interview and you hire them. Unfortunately they do not turn out as good as you thought.

False negative – This is when you interview a candidate. They do a poor interview and you reject the applicant. Unfortunately they would have worked out well and performed in the role.

Employers need to reduce False Positive and False Negative scenarios as these can hurt your company and cost you dearly.

Psychometric testing can help you improve your hiring decisions. Ability tests and personality questionnaires can provide valuable objective information such as;

If the applicant has good numerical ability – an applicant with a degree as does not mean that they are good with numbers – be warned!!

If an applicant enjoys working with numbers – just because they are good with numbers does not mean that they enjoy working with numbers.

If an applicant can work on his own – if you are hiring for a position that involves working in isolation how do you assess if an applicant prefers to work on their own?

If an applicant enjoys negotiating and selling. They may be skilled interviewers and strong communicators BUT hate selling.

If an applicant enjoys competition. Put an uncompetitive person in a competitive environment and you will watch them wither.

If an applicant has a good attention to detail. What if your accountant did not have a good attention to detail? What if your Senior Buyer did not have a good attention to detail.

These are just some examples of information that psychometric testing can provide to support your recruitment decisions. If you would like more information contact Measurability.

Psychometric Testing and Psychometric Assessment in Ireland

Friday, February 29th, 2008

I work with a wide variety of clients across a number of sectors offering psychometric testing services. I was not surprised at the comments of a new client earlier this week – “testing really added value to our recruiting”.

For employers who have not used testing – PSYCHOMETRIC TESTS DO WORK.


This above client had a very basic recruitment process. They did not have a HR department and they relied on a two interview process and a few references. Two bad hires in the space of 3 months changed all of this. Both interviewers liked the two bad hires at interview and all references had checked out. As I explained this is the problem with traditional techniques – they do not work!!

They turned to us to explore the benefits of testing. They trialed the tools themselves (discounted rate). They liked what they saw and introduced testing to the next recruitment project. They used the OPQ32 personality questionnaire for candidates progressing to second round interview. Anyway they hired one of the applicants and this guy seems to be working out well.

What did they learn?

- Testing adds value to existing recruitment process.
– It does not cost an arm and a leg.
– It is easy to introduce with no extra work for the employer
– Information is supplied in a user friendly format.

If you want information about psychometric tests and sample reports visit out site.

Psychometric Testing Ireland – OPQ32 – Online Personality Questionnaires

Tuesday, February 19th, 2008

The OPQ32 is SHL’s leading Online Personality Questionnaire. It is the most popular assessment tool used for assessment and selection in the UK and Ireland (It can however be used for Development & Career Coaching).

What information does a Personality Questionnaires (OPQ32) give you?

It provides objective information to support your interview and selection process. The OPQ32 provides an indication of an individuals prefered behaviour at work, in-depth information on how an individual will fit into certain work environments, how they will work with others and how they will cope with different job requirements.

The OPQ32 is suitable for Management, Professional and Graduate recruitment. The OPQ32 can be completed online which helps your recruitment process.

For additional information on the OPQ32, other online psychometric testing tools and sample reports- measurability.

Psychometric Testing – Cost of a bad hire.

Monday, February 18th, 2008

Hiring the wrong staff costs more than you think!!!

Let’s look at the cost of a bad hire. It is estimated that the cost of a wrong hire can be up to 3 times the salary of that employee – this means hiring a Sales person on 35k could potentially cost you 100k if you employ the wrong person. The potential costs are split in obvious costs and the hidden ones.

Obvious costs include:- Your time spent during the recruitment process – often ignored
- Advertising the job in the papers or onlineIrish Times don’t do free adverts
- Recruitment agency fees – those bloody agencies – money for nothing!!
- Training expensevery rare than a new employee hits the ground running.
- Salary & benefits during time in the companyyes that’s right you pay these poor performers
Hidden costs include:

- Managing poor performanceHow much do you enjoy babysitting?
- Negative impact on co-workersI know one employer who fired his top sales person otherwise he would have lost about 7 staff.
- Lost customersThey are fragile little things
- Missed opportunity and potential salesOh I didn’t want to push him.
- Compensation, severance and legal feesWe all know what the tribunals cost.
- Cost of recruiting and training a replacementLets start again from the beginning.

You can say I am not hiring a sales person but I know of an administrator who priced a part wrong – cost 500k and I know of an accounts person who forgot the VAT returns – big fine. There are many examples.

My father is a carpenter and always says – “measure twice and cut once”

Want to ensure you don’t make a bad hire – click. Measurability offers all you psychometrics and assessment need including personality questionnaires, ability and aptitude tests and motivation questionnaires.