Prepare managers for the emotional load candidate psychometric assessment places on them.
Designing Psychometric and Professional Assessments for Candidates
Build a working method for candidate psychometric assessment that stands up to scrutiny and survives daily pressure.
📍 Abu Dhabi🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
The organisation's reputation as an employer is built or lost through candidate psychometric assessment. Most disputes about this strand of people management and development begin as a conversation that was handled badly. Plans for the people management and development capability often fail at the handover point between functions. Sessions alternate between guided analysis of candidate psychometric assessment and supervised application. The course gives participants a defensible structure for the wider people management and development agenda and the judgement to adapt it. The content is relevant to those who own the people management and development capability and to those who are held accountable for its results. Applied research in people management and development consistently shows that early structure around candidate psychometric assessment reduces downstream rework. The course leaves participants able to diagnose weaknesses in this aspect of people management and development before they become incidents. Work concludes with a self-assessment of the wider people management and development agenda that participants can repeat annually.
Expected Learning Outcomes
Design a training and briefing approach that sustains competence in candidate psychometric assessment.
Assign clear ownership for each element of candidate psychometric assessment across the functions involved.
Build a register of the risks attaching to candidate psychometric assessment and keep it current.
Review candidate psychometric assessment annually against what actually happened, not what was intended.
Design the communication that makes candidate psychometric assessment understood rather than merely announced.
Measure the effect of candidate psychometric assessment on retention, performance and engagement.
Who Should Attend
Employee relations specialists handling cases arising from candidate psychometric assessment.
Senior leaders accountable for the culture candidate psychometric assessment produces.
Recruitment and resourcing staff affected by candidate psychometric assessment.
Planning staff whose forecasts and budgets are affected by candidate psychometric assessment.
Individuals developing their own capability in candidate psychometric assessment.
Experienced practitioners formalising an approach to candidate psychometric assessment that has grown up informally.
Course Modules
Candidate psychometric assessment: fairness, equity and consistency
2 sessions · 8 pointsSession 1Building lasting competence in candidate psychometric assessment
- Set the annual review point for candidate psychometric assessment and who attends.
- Compare intended and actual outcomes of candidate psychometric assessment honestly.
- Script the difficult conversation candidate psychometric assessment requires and rehearse it.
- Anticipate the objections candidate psychometric assessment will raise and prepare the answers.
Session 2The decisions in candidate psychometric assessment that cannot be delegated
- State the purpose of candidate psychometric assessment in one sentence a new manager would understand.
- Pilot changes to candidate psychometric assessment in one area before wider rollout.
- Train line managers on candidate psychometric assessment rather than handling every case centrally.
- Record what was learned when candidate psychometric assessment did not go as planned.
Candidate psychometric assessment: review, learning and adjustment
2 sessions · 8 pointsSession 1What your existing data already says about candidate psychometric assessment
- Identify the data already collected that bears on candidate psychometric assessment.
- Check that candidate psychometric assessment complies with current labour regulation in every location.
- Collect evidence on the present handling of candidate psychometric assessment before proposing changes.
- Agree the indicators that will show whether candidate psychometric assessment is improving.
Session 2Piloting a change to candidate psychometric assessment before committing
- Review candidate psychometric assessment for unintended equity effects across groups.
- Define the trigger that would require candidate psychometric assessment to be redesigned.
- Set the consistency check that catches uneven application of candidate psychometric assessment.
- Measure the effect of candidate psychometric assessment on retention and performance, not activity.
Candidate psychometric assessment: exceptions, appeals and difficult cases
2 sessions · 8 pointsSession 1Building manager capability in candidate psychometric assessment rather than owning it centrally
- Plan succession for roles most exposed to candidate psychometric assessment.
- Agree what will be standardised in candidate psychometric assessment and what will not.
- Check that candidate psychometric assessment still works when volumes rise unexpectedly.
- Set escalation thresholds for candidate psychometric assessment that work out of hours.
Session 2Reviewing candidate psychometric assessment against what actually happened
- Confirm that contractual obligations around candidate psychometric assessment are understood.
- Review whether candidate psychometric assessment is aligned with the objectives of the workforce.
- Benchmark the organisation's candidate psychometric assessment against comparable operations.
- Agree the smallest change to candidate psychometric assessment that would be visibly useful.
Candidate psychometric assessment: cost, benefit and workforce planning
2 sessions · 8 pointsSession 1The conversation about candidate psychometric assessment managers most often avoid
- Build the appeals route for candidate psychometric assessment and publish it.
- Estimate the cost of candidate psychometric assessment and the cost of leaving it unchanged.
- Document the reasoning for every exception granted under candidate psychometric assessment.
- Identify single points of dependency in candidate psychometric assessment and reduce them.
Session 2The paperwork for candidate psychometric assessment that is actually needed
- Test the policy on candidate psychometric assessment against three real cases from the past year.
- Check that records of candidate psychometric assessment answer the questions likely to be asked.
- Remove steps in candidate psychometric assessment that add effort without adding assurance.
- Design the communication for candidate psychometric assessment around the questions people will actually ask.
Choose the package that suits you
Silver Package
At least 3 people
USD1,250
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Gold Package
At least 3 people
USD1,850
- 5-night stay in a 5-star hotel
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Complete your registration
We will contact you within one business day to confirm.