Poor selection can have disastrous consequences for both the employee and the organisation. From the organisation’s perspective, the cost of hiring and training an inappropriate candidate can be very high in terms of:
- lost productivity and revenue,
- reduced efficiency,
- increased absenteeism,
- reduced morale,
- the cost of the selection process itself and the cost of retraining new personnel.
Psychometric tests are designed to reveal details about behavioural traits and personality which often don’t come to light within the interview process. They are also useful tools to identify and develop talented leaders, build employee engagement, and ensure business results. For most people, there is a gap between who they think they are and how others perceive them.
A study by the London School of Economics found as many as 70 per cent of companies use psychometric tests.
Reason for their use include:
- A tool that can be used to determine a persons fit within the organisation or within a particular team.
- Takes away human bias – which we all have.
- Designed to assess the abilities and natural talents of a candidate, giving a more reasonable and accurate insight into how well-suited a person is for a particular role.
- For the candidate who does not perform well at an interview, it’s good to know that well-validated tests generally return reliable results, and can demonstrate that you have what it takes to be successful in a position, even if you don’t necessarily shine in the interview stage.
- Reduces risk by revealing a candidate’s character.
- Builds an understanding by the recruiters of the persons strengths and weaknesses.
- They provide great insight for coaching within the organisation.
- From the employee’s perspective, being selected for the “wrong” job may have consequences ranging from loss of motivation, reduced job satisfaction, increased work stress and anxiety.
There are various Psychometric tools and tests available and the Baker Tilly Staples Rodway HR Team are experienced and certified in the following:
- Hogan – Designed to understand people’s strengths, weaknesses, values and approaches to problem solving. Hogan assessments also have the ability to predict performance.
- TMS (Team Management system) – A tool that helps us to understand the persons preferred work style and therefore their fit in the team.
- SHL – A battery of tools that can help to understand the persons motivation and sales ability.
- DISC – Measures your dominance, influence, steadiness and conscientiousness. Enables you to better understand your work style and how to build more effective relationships.
- MBTI – Myers Briggs Personality Assessment which focuses on how people perceive the world around them and make decisions.
- Lominger – Research based competency tool which identify people’s abilities and skills to assist in measuring a person’s effectiveness in business.
We can support you to make the best choices as to which product will meet your needs and what support will work best for your selected candidate once they are on the job. As Robert Hogan said “People are the most dangerous and consequential forces on earth. Shouldn’t we know something about them?”.
DISCLAIMER No liability is assumed by Baker Tilly Staples Rodway for any losses suffered by any person relying directly or indirectly upon any article within this website. It is recommended that you consult your advisor before acting on this information.