Introduction
All testing sessions will begin with a brief introduction. This serves to inform candidates about the procedure, thereby alleviating undue concern and gaining co-operation and motivation. Many candidates will be nervous, so the introduction to the session should therefore contain information to:

• inform the candidate
• relax the candidate
• motivate the candidate
  

The introduction needs to be thorough to ensure that all relevant information is covered. The administrator needs to have prepared carefully what needs to be said.

Points Covered by the Test Administrator During the Introduction:

• Test Administrator’s name and role in the company
• Information about the procedure that is to follow
• Type of test and timing for each test
• An explanation that as a candidate you cannot pass or fail
• Encouragement for them to work as quickly and accurately as possible
• They will have a chance to do some practice questions
• Encouragement of any questions that they may have
• Explanation of where and how the psychometric assessment fits into the client's decision-making process
  

After Assessment
A Psychometric Assessment also consists of Behaviour Style or Personality Questionnaires. These questionnaires ask people to assess their own preference for behaviour in certain situations and can provide useful information relating to a person’s motivation and general behaviour style. Research has demonstrated the importance of personality assessment in predicting ‘on-the-job’ performance and career success.

When are they likely to be useful for recruitment?

• The candidate is thanked for his/her time
• The candidate is given the PDI Psychologist's business card and told to please contact PDI if there are any queries and then the candidate is bid farewell at reception