Psense Blog

  • FEATURES OF PSENSE

    04-24-2013

    The system’s most powerful feature is the test writerprogramme. This allows for flexibility. Questions can be customised to suit theneed for recruitment at all levels, job specific appraisal, pre and posttraining assessment as well as university and secondary education examinations.The PSENSE tool is favourable for consulting firms in areas of recruitment fortheir clients. It can also be beneficial to human resources personnel for jobspecific testing and appraisal of existing staff as well as pre and posttraining assessment to ascertain the level of impact each training on staff.

    For institutions, it can serve as a certificationexamination for graduates upon graduation and also, it can be used as a toolfor conducting examinations across schools.

    Once the questions have been developed, the tests canbe administered on-screen and scored automatically.

    Test questions can be designed using the followingmethods;

    • Fulltext formatting
    • Multiplechoice questions
    • True-False,and Fill-in-the Blank
    • Graphics,symbols, sound, video

    Scoring: item weighting and sub-scale scoring

    Psense overview

    04-24-2013

    PSENSE OVERVIEW

    Research into the field of skills and talent identifiedthe need for a credible assessment of soft skills - a major requirement in theemployability skills map.  This gave riseto our new product: The ‘PSENSEEmployability Skills Test’.

    PSENSE is a testing method which can give employers atrue sense of an individual.  We haveidentified and are working in collaboration with Biddle Consulting Group; asoft skills test specialist organization with over 50 years’ experience intesting for soft skills for government institutions and other corporate institutionsin the United States of America. PSENSE is designed to test a candidates'possession of 'Employability skills' whicha University degree cannot guarantee and a one-on-one interview cannot certify.

    PSENSE is a revolutionary assessmenttool designed to solve the recruitment challenges by testing an individual’ssoft skills which a University degree cannot guarantee, and a one on oneinterview may not certify and also serve as a credible measure of the different skills requiredin the workplace. 

    Some people with exceptionalorganisational skills do not get into the interview room because of theirdegree or random nature of shortlisting candidates.

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