Selection Tools

Selection Tools

Depending on the role or volume of applicants, a panel interview can be complemented by additional carefully selected techniques. These may include a presentation, psychometric assessments, ability tests, written exercise, case study or work simulation or in-tray exercise. Where additional selection tools are being considered, these must be based on appropriateness to the post and must be properly evaluated.

The decision to include additional selection methods is normally the responsibility of the selection panel, however advice is available from Personnel Services. 

Additional selection tools must considered in line with the application and interview outcome and included in the interview scoring form.

Psychometric testing

A psychometric test is a structured assessment used to measure various aspects of an applicant’s abilities and behavioural style. These tests are designed to give employers a better understanding of a candidate’s overall suitability for a role and their future success in the job.

These tests generally cover:

• ability – an individual’s knowledge and skills
• aptitude – an individual’s natural ability to do something
• personality – a candidate’s preferred behaviour at work such as their typical approach to decision making, planning and communication.

Psychometric testing is normally used for Chief Officer roles in the council, however if a selection panel is considering the use of psychometric tests, the recruiting manager should contact the recruitment team for advice and guidance.

Only trained assessors who hold the necessary qualifications will undertake psychometric testing and provide feedback.