It is a valid and reliable instrument on the basis of which inferences are made about individual differences such as personal characteristics or traits, underlying reasons for actions and possible future behaviour.

Psychometric Testing Falls Into Three (3) Main Types:

• Aptitude Tests which measure the ability to perform or carry out different tasks
• Interest Inventories which measure variations in motivation, in the direction and strength of our interests, and in values and opinions
• Personality Tests which measure differences in the style or manner of doing things, and in the way people interact with their environment and other people.
  

Why Use Psychological Assessments? The Cost of Hiring Mistakes Most managers, at some point in their careers, have hired individuals who interviewed well, had neat appearances and seemed to have the qualifications to meet the necessary job requirements-only to find out later that these seemingly qualified candidates are "problem employees." Today, the chances of making a bad hiring decision are greater than ever, as applicants have become more skilled at presenting themselves in resumes and interviews. Identifying potentially counterproductive employees before you hire them is one of the greatest challenges to a manager who makes hiring decisions. The problem of hiring counterproductive employees has reached epidemic proportions. Application and Resume Falsification More than 20 percent of data regarding previous employment contained on applications or resumes is falsified to some extent. Exaggeration, omission and falsification most often occur in critical job-related areas. Employee Theft In the USA losses due to employees are greater than $40 billion a year--one percent of the Gross National Product-and increasing 15 percent per year, according to the U.S. Department of Commerce. In retail establishments, employee theft is the biggest source of losses. This is estimated at 43 percent of shrinkage losses, compared to only 30 percent attributed to shoplifting. Overall, employee theft can increase the cost of retail merchandise as much as 15 percent. In financial institutions, losses have nearly doubled in recent years.  Losses due to internal fraud have been about four times that of burglary and robbery.  Many Jamaican companies are quietly suffering with the fear of bad publicity. In the USA the FBI estimates that internal theft accounts for 86 percent of all losses every year. Pre-employment Screening Methods Now that you have a better understanding of some of the problems facing employers, let' s take a look at the variety of pre-employment screening methods available to help companies hire quality employees. Most companies use several selection methods when assessing job applicants because no single applicant screening procedure alone can determine employability. Each traditional selection method described below has its particular benefits in the hiring process and your employer has chosen methods most appropriate for your company. This decision was based on whether or not these particular selection procedures are cost-effective in terms of time, money and other resources needed to perform them and the quality of the employees hired using them. Remember that the more you can do to screen applicants, the higher the probability that you will hire individuals who, in the long run, will prove to be honest, stable and productive employees. Interviews Interviewing is probably the most common pre-employment screening technique. A structured interview can verify information on applications and resumes. It also can provide valuable insight into an applicant's personality, skills and abilities. But interviewing may not be as effective as employers would like because it is often a subjective, non-directed process. Also, it can be difficult to determine truthfulness when discussing work history and the level of skills and abilities. Unfortunately, most interviewers are not formally trained in interviewing techniques and may not have the ability to elicit the types of information the employer needs. Reference Checks Reference checks are useful for verifying information on an application form or a resume and for providing background information on an applicant's work history. Unfortunately, reference checks do not always yield reliable information because many employers are reluctant to say anything negative about a past employee, and because misconduct, even if it did occur, may have gone undetected. An additional difficulty is that a prospective employer has no real way of knowing if the designated references are themselves reliable or if they are the most important ones to check. Criminal History Checks When an individual with a criminal history applies for a position of trust, criminal history checks can alert an employer to this background information. The drawbacks to criminal history checks are primarily that they are costly and difficult to obtain and that any information gathered may be incomplete or misleading. Pre-employment Polygraph Exams  The purpose of pre-employment polygraph exams is to determine an individual's suitability for employment based on the verification of answers to job-related questions. While a polygraph exam conducted by a qualified examiner can yield useful information for a prospective employer, pre-employment polygraph exams, for the most part, have been banned in many countries. Psychological Inventories Psychological inventories are an effective means of obtaining information about an applicant. Psychological inventories used for pre-employment screening are generally designed and validated in accordance with legal requirements and professional guidelines. A major advantage of a well-validated inventory, as shown through research, is that many of these instruments can effectively predict job-related behavior, a function most other pre-employment screening techniques cannot perform. WE SCIENTIFICALLY MEASURE PERSONALITY TYPES, PSYCHOLOGICAL TRAITS, APTITUDES, ATTITUDES AND SKILLS USING A VARIETY OF ASSESSMENTS INCLUDING:

Self-Directed Search™ (SDS)

People search for environments that will let them exercise their skills and abilities, express their attitudes and values, and take on agreeable problems and roles. The person’s search for environments is carried on in many ways, at different levels of consciousness, and over a long period of time. The SDS is a tool that can be used to assist the process.

Theoretical Origins
The typology was developed and copyrighted by John Holland to organize the data about people in different jobs and the data about different work environments, to suggest how people make vocational choices and choose careers and to explain how job satisfaction and vocational achievement occur.

Principal Elements
Most people can be categorized as one of six types. By indicating the three types a person resembles most, the assessment helps to determine the jobs and work environment an individual is predisposed to work well in.

The BarOn Emotional Quotient Inventory™

What does the BarOn EQ-i measure?
The BarOn EQ-i consists of 133 items and takes approximately 30 minutes to complete. It is based on the most comprehensive theory of emotional intelligence to date and renders an overall EQ score as well as scores for the following 5 composite scales and 15 subscales:

Intrapersonal Scales: Self-Regard, Emotional Self Awareness, Assertiveness, Independence, Self-Actualization

Interpersonal Scales: Empathy, Social Responsibility, Interpersonal Relationship

Adaptability Scale: Reality Testing, Flexibility, Problem Solving

Stress Management Scales: Stress Tolerance, Impulse Control

General Mood Scales: Optimism, Happiness

The Wonderlic Personnel Test™ is a timed assessment used to evaluate Cognitive Ability, Aptitude for Learning, Capacity to draw from what has been learned and apply it to new situations.

Sales Aptitude™ determines predisposition to do well at Sales by testing Ego Strength, Persuasiveness, Sociability, Entrepreneurship, Achievement Motivation, Energy, Self-Confidence, Empathy

Customer Service Skills Inventory™ checks for predisposition to effectively handle the demands of a customer service related job. Pressure Tolerance, Realistic Orientation, Time Appraisal, Independent Judgment, Responsiveness, Sensitivity, Balanced Judgment, and Precision Orientation are the areas measured.

Test of Mental Alertness™ helps you understand how an individual adjusts to new situations, learns new skills quickly, understands complex or subtle relationships, thinks flexibly

Reading-Arithmetic Index-12™ determines Grade Level functioning in Arithmetic and Reading. These assessments pinpoint the specific areas of weakness in these foundation subjects thereby enabling parents and teachers to structure successful corrective measures.

Wide Range Achievement Test™ determines grade level functioning in Arithmetic, Spelling, Reading

Mechanical Concepts™ tests an individual's understanding of Mechanical Interrelations, Mechanical Tools & Devices, Spatial Relations

Computer Aptitude™ tests an individual's performance in Sequence Recognition, Format Checking, Logical Thinking

The Press Test™ tests how an individual performs under stress at the managerial and higher levels.

Time Temperament™
  - Learn how an individual uses time. Are they/you a Taskmaster, Teaser, Tarrier, Tender?

Teamwork - KSA™ Test (Knowledge, Skill & Abilities Test)
  - Conflict Resolution, Collaborative Problem Solving, Communication, Interpersonal Skills, Goal Setting and Performance, Planning and Task Coordination, Self-management Skills

Team Role Profile™
  - learn what role an individual naturally plays on a team. Are they/you a Visionary, Pragmatist, Explorer, Challenger, Referee, Peacemaker, Beaver, Coach, Librarian, Confessor?

The JobBank Work Values/ Job Satisfaction Inventory™ is a diagnostic tool that determines employees' Personal Values, Company Values as perceived by staff and the existing Job Satisfaction levels.

Personal Outlook Inventory (POI)™ examines one trait - Honesty.

Personnel Selection Inventory (PSI)™ assesses the following traits - Honesty, Drug Avoidance, Employee/Customer Relations Scale, Customer Service Attitude, Customer Service Aptitude, Sales Aptitude, Work Values, Productivity and provides an Employability Index

Managerial and Professional Job Function Inventory (MPJFI)™ enables a company to determine the critical skills a manager must have to perform optimally. It also evaluates an individual's abilities in the following core functions :-

• Setting organizational objectives, Financial planning and review,
  
• Improving work procedures and practices, Interdepartmental coordination
  
• Developing and implementing technical ideas, Judgment and decision-making
  
• Developing teamwork, Coping with difficulties and emergencies
  
• Promoting safety attitudes and practices, Communications
  
• Developing employee potential, Supervisory practices
  
• Self-development and improvement, Personnel practices
  
• Promoting community/organization relations, Handling outside contacts

The Skills and Attributes Inventory (SAI)™ enables a company to determine the critical skills an employee must have to perform optimally. It also evaluates an individual's abilities in the following core functions :-

• General Functioning Intelligence, Visual Acuity, Visual and Co-ordination Skills
  
• Physical Co-ordination, Mechanical Skills, Graphic Clerical Skills, General Clerical Skills
  
• Leadership Ability, Tolerance in Interpersonal Relations, Organization Identification
  
• Conscientiousness and Reliability, Efficiency Under Stress, Solitary Work

MANAGEMENT READINESS PROFILE (MRP)
The MRP helps measure the attitudes and aptitudes that are commonly critical to management success. This assessment may help in selecting and promoting individuals who:

• Possess managerial interest
• Follow company guidelines
• Get along with co-workers
• Contribute to increased productivity
• Motivate others to perform at their best

Reports
MRP reports provide a graphic depiction of results and Significant Behavioral Indicators to help pinpoint specific areas for concern.

Dimensions of Measurement
The assessment measures the following:

• Managerial Interest - Level of desire to become a supervisor or manager.
• Leadership - Attitudes and behaviours that facilitate strong management.
• Energy Level - Work pace and endurance.
• Practical Thinking - Clear thinking and openness to new ideas.
• Interpersonal Skills - Interest in social interaction and desire to work with people.
• Business Ethics - Attitudes toward upholding high business standards and practices.
• Management Readiness Index - Overall preparedness for the position.
• Validity/Candidness - The extent to which the applicant responded to the inventory in a socially desirable manner.
• Validity/Accuracy - The degree to which the applicant understood and carefully completed the inventory.

MANAGEMENT SUCCESS PROFILE (MSP)
This assessment helps evaluate the skills and attitudes that are commonly critical to management success. An applicant who possesses these attitudes will generally be more suited for a management position. This assessment can also be used to help identify training needs of current and potential managers.

Reports
The MSP report includes scale scores, Significant Behavioral Indicators and follow-up interview questions.

Dimensions of Measurement
The assessment measures the following:

• Experience - Actual management-related education and training.
• Leadership - Interest, attitudes and behaviours in management and supervisory positions.
• Coaching - Working to improve the performance of others through specific performance feedback.
• Adaptability - Acceptance of change and the willingness to learn.
• Management Responsibility - The extent to which an applicant feels in control of his/her work performance.
• Practical Thinking - Open-mindedness and ability to clearly think through problems.
• Customer Service Orientation - Courteous, cooperative and friendly attitudes toward Customers.
• Productivity - Dependable and strong work habits that lead to organization and completion of projects.
• Job Commitment - Work values that increase the chance of long-term employment.
• Business Ethics - Attitude toward upholding ethical business standards and practices.
• Management Potential Index - Overall suitability for the position.
• Validity/Candidness - The extent to which an applicant responded to the inventory in a socially desirable manner.
• Validity/Accuracy - The degree to which an applicant understood and carefully completed the inventory.

Companies we have done assessments for include:

• The Planning Institute of Jamaica
  
• The National Water Commission
  
• Jamaica Public Service Company
  
• Caribbean Cement Company
  
• Cable & Wireless Jamaica Limited
  
• National Housing Trust
  
• The Eagle Financial Network
  
• SuperClubs Resorts
  
• JAMALCO
  
• Aluminium Partners of Jamaica (ALPART)
  
• The Shipping Association of Jamaica Limited
  
• HEART TRUST/NTA
  
• EWA Communications
  
• Churches Co-operative Credit Union
  
• Jamaica Lottery Company Limited
  
• Norman Manley Law School
  
• Aulous F. Madden and Company
  
• Apparel Handlers Limited
  
• Oneita Stratlaven Limited
  
• Grace Kennedy Limited
  
• Infoserv
  
• EHC Industries
  
• Cigarette Company of Jamaica
  
• Alcan
• Red Stripe
• Kaiser Jamaica Bauxite Company

For further information on applications and costs, please send Email to: info@LTSemaj.com