I am lucky enough within the realms of my job within the recruitment industry to meet some very interesting individuals and from time to time get invited to great events & seminars. One such event was Friday 28th March, where Rob Brown (Leading expert on Business Relationships) invited me to attend a seminar on Psychometric Instruments. He advised me that as Jenrick CPI is a recruitment company that is always looking to strive forward and utilise the best tools available to manage best IT talent in the market place - this seminar was not to be missed. The event was held at the Montcalm Hotel, London and our sponsor for the day was Success Dynamics Ltd. The day was opened by Joe D Adams, who set the agenda and gave a very amusing overview of his first encounter with Psychometrics, which if I'm honest reflected my initial view that  "..it's all a bit of hocus-pocus…” However, as they day panned out my eyes were opened wider than ever before about, not only the benefits of psychometrics as a tool, but the necessity for the future of talent management and recruitment. Joe handed over to Raymond Whalley who is a product specialist in the field of personality profiling and psychometrics. Raymond began developing a personality survey based on the original research conducted by William Marsden in 1989 and gone on to be one of the world’s leading authorities on the subject. He lectures at Imperial College, The American University in London, The Academy of Chief executives.. and many more. Raymond started with an overview of what Psychometric actually means - it is the use of two Greek words Psyche (Mind or Soul) and Metria (Measure). There are two major classifications of psychometric instrument, Clinical and Occupational: - Clinical instruments are used to examine behaviour and identify psychological problems - Occupational Instruments are used to measure aspects of skill, aptitude and behaviour reaction to certain situations. Occupational instruments are then sub-divided into two further classifications: - Normative are used to compare against pre-established norms or tests, such as a driving test - Ipsative measure people in terms of their own perception of themselves. Therefore they are NOT tests and should never be referred to as such. Raymond went on to say; Some of us are very good at hiding the real person for long periods. We call it 'observed behaviour' and it can be very difficult to penetrate to find the real person underneath. Though some of us have natural ability to understand others and very quickly see through the 'layers', most of us make errors of judgement about people from time to time. Unfortunately in practical business terms people can not afford to invest(waste?) time, effort and money to take 3-6 months to ascertain whether an individual will fit the organisation. This is the role of the recruitment company/agency.  Raymond went on to explain more about the work of Professor William Moulton Marston of Colombia University who developed the theory of the Introvert/Extravert v Aggressive/Submissive axis. He outlined the 4 main personality traits that people tend to revert to, in given circumstances; Dominance, Influence, Compliance, Steadiness. These traits are by no means 'pigeon holes' and do not always stand alone. There is often cross-over (e.g Dominance /Influence). The event then became a very interactive session with all delegate competing a Psychometric Analysis - results to follow later. Raymond handed over to Rob Brown as key note speaker. (Rob is a leading authority of business relationships and relationship marketing. He is the founder of the TRIP system, which helps professionals leverage their personal influence to create more clients, better relationships and bigger profits). Rob's sessions are always interactive and entertaining and this was no different. Rob wrote a number of statements and after each one we were requested to form groups to discuss the 'rights and wrongs' / 'true or false' and to make our case either way. Examples of which are: -          "you can be anything you want to be - if you want it bad enough" -          "as you grow, your personality changes" -          "your greatest capacity for growth will be in the area of your greatest weakness" -          "your people are your greatest asset" On the last statement I quoted above, our group came up with an observation that I will take to my grave. We believe that the statement should read "your people's strengths are your greatest asset". Rob firmly agreed andm went on to give us an equation - Talent x (Knowledge + Skills) = Strength. In terms of recruitment what this essentially means (if you take the old saying that 'Talent is what you are born with, skills/knowledge are what you die with") is that when recruiting we should always be looking for the right talent match first, and skills/knowledge second. We can invest in talented people and they will achieve near perfect performance consistently. .. Food for thought for all of us involved within the recruitment? At Jenrick CPI, we believe it is our job and our responsibility to fully screen individuals prior to submitting details to our clients. In addition it is our job and our responsibility to our candidates to ensure that we are presenting them with the best opportunities that match their skills, abilities and potential. Jenrick CPI have developed an internal competency interview training course for all employees to ensure that we are achieving the best service possible to both clients and candidates, and will continue to utilise additional tools such as psychometric analysis.  As for the results of my psychometric analysis I was considered to be..... call me or email me and I might be bold enough to tell you! Our office number is 01932 245500 or you can email me at philip.fanthom@jenrickcpi.co.uk