Love it or loathe it, Assessments are here to stay... Some try to baffle you with brilliance, some try to bulldoze you with **********
The truth of the matter remains.. Assessments are here to stay.
In the US, Psychometric assessments have been found to be used by 97% of Fortune 500 companies (EMetrixx, 2013).
One of the main reasons for this surge in Psychometric test usage is the evidence base which shows them to be strong on indicators of job performance when used correctly
- Aren't Psychometrics used only for recruitment
- When should I use Psychometrics
- Which Psychometrics should I use
- Can I measure effectiveness of learning
- How can I use the information from the results to maximum benefit
Lets try and answer these questions to your satisfaction :
Recruitment is just one of the many applications that employ psychometric assessments to see how best the short listed candidates "fit" either the role, the job requirements, the team, the organisation and/ or with their colleagues. Infact it would be a good idea to select a tool that is neutral to discrimination and clearly show the differences among people on the behaviours it is seeking to test or measure. Eg if your assessment is considering the sales profile, the competencies related to sales behaviours should measure distinctly on a DISC Map (like a Diamond) A competency cannot have any ambiguity about its relative demonstration between styles.
Psychometrics can be used at any stage of the HR Cycle - From Recruitment to Retirement
Select an Instrument that is fluid in its theory and not something that has limited results combinations .. Human behaviour and behavioural style inventories cannot and should not be faceted by the number of dimensions they project.. If an inventory does not recognise and map atleast over a 100 different variations in behavioural styles it is possibly over simplifying the complexities that exist in human beings for ease of interpretation and commercial acceptability...While you may not need to go into the depth of all the 100+ styles, the instrument design and text bank must be able to produce results that respect the variations in people and not simply bucket people into generalised compartments.
Donald Kirkpatricks model on measuring effectiveness of learning/ training is I think the best answer to the question, can I measure effectiveness of learning. Learning according to him, is deemed to have been effective when it inititates a process of self awareness and self regulation to be able to move from preferred behaviour to situational behaviour, from natural behaviour to more considered behaviour. This is generally validated by a combination of behavioural and survery questions that allow the people around a person to also share their views about how they perceive his behaviour. / changed behaviour.
In effect, a modern way of assessment is to create an assessment continuum combining Behavioral inventories with 360 surveys to get a holistic picture of the person
To understand a person you need to understand both the mind and the behaviour of the person, and to understand a person you also need to understand people around the person.
One of the most dangerous and self-sabotaging ways to drain your human capital budget is to rely on the free resources that the internet offers to decode the results of instruments that have been developed over years of research have millions of line of code and algorithms behind them, that are stastically validated and respected by some of the best consulting and technical institutes in the world.
It would be a good idea to get your HR and business partners aligned with a structured learning program conducted by the owners or their representatives of the intellectual property.
Dont let your assumptions become your Assessment of the Assessment