{"id":12003,"date":"2020-12-01T00:00:00","date_gmt":"2020-12-01T00:00:00","guid":{"rendered":"https:\/\/clevry.fi-t.seravo.com\/blog\/hur-valjer-man-ratt-test\/"},"modified":"2023-01-31T14:46:22","modified_gmt":"2023-01-31T14:46:22","slug":"hur-valjer-man-ratt-test","status":"publish","type":"post","link":"https:\/\/www.clevry.com\/sv\/blog\/hur-valjer-man-ratt-test\/","title":{"rendered":"Hur V\u00e4ljer Man R\u00e4tt Test?"},"content":{"rendered":"<p>Psykometriska bed\u00f6mningar finns i flera varianter och anv\u00e4nds f\u00f6r olika syften och \u00e4ndam\u00e5l. Vi kan \u00e4ven avsl\u00f6ja att niv\u00e5n bland tester p\u00e5 marknaden skiljer sig \u00e5t och l\u00e5ngt ifr\u00e5n alla tester baseras p\u00e5 vetenskap. L\u00e4s vidare f\u00f6r att ta reda p\u00e5 mer om psykometriska tester och f\u00e5 koll p\u00e5 vilka varningstecken som kan vara bra att k\u00e4nna till.<\/p>\n<h3><strong><a href=\"https:\/\/joy.clevry.com\/\" rel=\"noopener\" target=\"_blank\"><img decoding=\"async\" src=\"https:\/\/www.clevry.com\/wp-content\/uploads\/Take-our-Joy-at-Work-Test-Clevry-6.png\" alt=\"Take our Joy at Work Test - Clevry \" width=\"750\" loading=\"lazy\"><\/a><\/strong><\/h3>\n<h3>&nbsp;<\/h3>\n<h3><strong>F\u00c4RDIGHETSTEST OCH PERSONLIGHETSTEST<\/strong><\/h3>\n<p>De tv\u00e5 vanligaste psykometriska testerna \u00e4r f\u00e4rdighetstest och personlighetstest<a href=\"\/se-sv\/for-arbetsgivare\/personlighetsbedomning-i-rekrytering\" rel=\"noopener\" target=\"_blank\">.<\/a> <a href=\"\/sv\/bedomningar\/fardighetstest\" rel=\"noopener\">F\u00e4rdighetstest<\/a> m\u00e4ter kandidatgenens beg\u00e5vningsfaktorer och f\u00f6rm\u00e5gan att t\u00e4nka kritiskt i arbetssammanhang. Personlighetstest tar reda p\u00e5 beteenden och preferenser kopplat till arbetslivet. Testerna \u00e4r transparanta och syftar enbart till att m\u00e4ta dessa egenskaper, h\u00e4r finns ingen dold agenda som du b\u00f6r vara vaksam mot. D\u00e4remot g\u00e4ller det att undvika test som saknar vetenskapliga bel\u00e4gg och inte \u00e4r kvalitetsm\u00e4rkta. Det f\u00f6rekommer tester p\u00e5 marknaden som inte visar tillr\u00e4ckligt god prediktiv validitet. Det inneb\u00e4r att de inte har kapacitet nog att m\u00e4ta framtida arbetsprestationer.&nbsp; &nbsp;<\/p>\n<h3>VARNINGSTECKEN<\/h3>\n<ul>\n<li>\n<p><strong>Ingen BPS-ackreditering<\/strong> \u2013 En BPS-ackreditering \u00e4r en officiell kvalitetsm\u00e4rkning som intygar att testerna uppfyller strikta krav som bevisar att de m\u00e4ter vad de s\u00e4ger att de m\u00e4ter och att de ger en korrekt anvisning om kandidatens framtida arbetsprestation.<\/p>\n<\/li>\n<li>\n<p><strong>F\u00f6r diffusa<\/strong> \u2013 Ett test ska vara tydligt och inte avse att lura kandidaten p\u00e5 n\u00e5got s\u00e4tt. Tester som \u00e4r oklart utformade \u00e4r ofta mer tvetydiga och \u00f6ppna f\u00f6r tolkning. D\u00e5 blir risken att resultatet inte m\u00e4ter det som testet avser att m\u00e4ta.<\/p>\n<\/li>\n<li>\n<p><strong>Irrelevanta fr\u00e5gor<\/strong> \u2013 Tester som best\u00e5r av fr\u00e5gor b\u00f6r handla om en kandidats beteenden och preferenser kopplat till arbetslivet. Fr\u00e5geformul\u00e4ret ska inte ber\u00f6ra personens privatliv eller ta reda p\u00e5 information som \u00e4r ov\u00e4sentligt f\u00f6r en arbetsgivare att veta om.<\/p>\n<\/li>\n<li>\n<p><strong>Vagt resultat<\/strong> \u2013 Om testet genererar en rapport d\u00e4r enbart en liten m\u00e4ngd information k\u00e4nns relevant f\u00f6r dig att veta, kan du utg\u00e5 fr\u00e5n att testet \u00e4r felaktigt. Ett s\u00e5dant utfall kan baseras p\u00e5 allm\u00e4nna p\u00e5st\u00e5enden f\u00f6r att kompensera f\u00f6r det faktum att det inte finns n\u00e5gon djupare information tillg\u00e4nglig fr\u00e5n testresultatet.<\/p>\n<\/li>\n<\/ul>\n<h3><strong>S\u00c5 JOBBAR CLEVRY MED TESTER<\/strong><\/h3>\n<p>Clevry har jobbat i \u00f6ver 30 \u00e5r med att ta fram <span><a href=\"\/sv\/bed\u00f6mningar\/personlighetstester\" rel=\"noopener\">personlighetstester<\/a><\/span> och rapporter f\u00f6r rekrytering. Bed\u00f6mningar \u00e4r framtagna av psykologer och baseras p\u00e5 empirisk forskning. Testerna \u00e4r l\u00e4tta att anv\u00e4nda, yrkesrelaterade och m\u00e4ter det de \u00e4r \u00e4mnade till att m\u00e4ta. En rekryteringsprocess som bygger p\u00e5 den h\u00e4r typen av valida test, kombinerat med en v\u00e4lutformad kravprofil och strukturerade intervjuer l\u00e4gger en god grund f\u00f6r en lyckad match mellan kandidat och arbetsgivare.<\/p>\n<p>I v\u00e5r senaste rapport av m\u00e5lgruppsrapport kunde vi se att 79% av respondenterna vill att rekryteringsprocessen ska inkludera psykometriska tester, och majoriteten f\u00f6redrar ett ans\u00f6kningss\u00e4tt som kombinerar psykometriska tester med andra urvalsmetoder. Vill du veta mer om talangers inst\u00e4llning till personlighetsbed\u00f6mning i rekrytering?<\/p>\n<\/p>\n<h3><strong>F\u00d6RDELAR<\/strong><\/h3>\n<ul>\n<li>\n<h4><strong>Kostnadseffektivt<\/strong><\/h4>\n<p><span>Med snabbare, b\u00e4ttre urval och minskad risk f\u00f6r felrekryteringar<\/span><\/p>\n<\/li>\n<li>\n<h4>Prediktivt&nbsp;<\/h4>\n<p>Med anledning av att psykometriska test \u00e4r det mest effektiva rekryteringsverktyget om intresset finns att f\u00f6ruts\u00e4ga framtida arbetsprestationer<\/p>\n<\/li>\n<li>\n<h4>R\u00e4ttvist &amp; transparant<\/h4>\n<p>Med utg\u00e5ngspunkten att kandidatens potential och kompetens \u00e4r avg\u00f6rande, inte CV-historiken eller rekryterarens magk\u00e4nsla.<\/p>\n<\/li>\n<li>\n<h4><span>Positivt<\/span><\/h4>\n<p>F\u00f6r b\u00e5de arbetsgivaren och kandidaten d\u00e5 rekryteringsbeslutet blir mer v\u00e4lgrundat och sannolikheten f\u00f6r en r\u00e4tt matchning \u00f6kar<\/p>\n<\/li>\n<\/ul>\n<p><span><a href=\"\/sv\/acquisition\/arbetsgivare\/rekryteringsprocess\" title=\"Tekniikka ja IT\" rel=\"noopener\">H\u00e4r kan du l\u00e4sa mer om v\u00e5r rekryteringsprocess \u00bb<\/a><\/span><\/p>\n<\/p>\n<p>&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>F\u00f6rst\u00e5 skillnaden p\u00e5 olika psykometriska test och f\u00e5 koll p\u00e5 vilka test ni kan lita p\u00e5, och vilka ni b\u00f6r undvika.<\/p>\n","protected":false},"author":2,"featured_media":14582,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[3],"tags":[],"class_list":["post-12003","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-okategoriserad"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.9 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Hur v\u00e4ljer man r\u00e4tt test?<\/title>\n<meta name=\"description\" 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