Why Use Employment Assessments?

It's hard to make good decisions based on bad or incomplete information.

  • People are like icebergs...the readily visible part only hints at what may lie beneath the surface. Psychometric assessments can reveal information that would not otherwise be discernable to the decision maker.

  • Properly designed and validated employment assessments provide predictive, objective job-related information about how a person is likely to function in the workplace. You can check for a good fit with your company culture before you let them in.

  • The job matching capability of certain employment assessments allows you to gauge how well a candidate matches the profile of people who have excelled in the particular position that you need to fill. Some assessments even provide customized interview questions that you can ask to further explore the potential job fit.

  • Candidates benefit from better job matching, coaching and the personal insight gained from the assessment process. Studies have shown that most candidates expect some sort of assessment process and very few react negatively to the requirement.

  • Assessments give managers information that enables them to coach, motivate and lead more effectively. It's like having a coach's instruction manual for your team member.

  • You may discover untapped talent within your organization so that you can fill positions with knowlegable people from inside the company.

Ways that you can use assessments to increase profits:

  • Employee engagement and motivation efforts can be enhanced when managers become more effective coaches as a result of understanding their people better.

  • Training and development programs can be tailored to suit the individual employee based on their thinking and learning style which improves the outcome.

  • More effective teams can be constructed when management uses compatibility information as part of the team member selection process.

  • Better matched candidates can be selected for key front-line roles such as sales and customer service where each customer interaction is critical.

  • Leadership skills can be improved with the use of 360 degree or multi-rater assessments and personalized leadership development training.

  • Succession planning and career path discussions can be enhanced with the knowledge of which positions in the company an employee is a good match for.

Here are some of the beneficial outcomes that our assessments can help you achieve:

  • Higher employee morale and engagement

  • Reduced employee turnover

  • Increased productivity and quality

  • Reduced training and recruiting costs

  • Improve the quality of your new hires

  • Better sales and customer service

  • Coach employees to maximize their strengths

  • A stronger succession plan with a deeper bench of up and coming leaders

  • Greater management efficiency since "people problems" are reduced

These benefits simply add up to better profitability and improved competitive advantage. The competition may offer similar products or services. The hardest things for them to match are the intangibles like your people and company culture.

How you can hire top performers by using all the available resources:

  • Screen the resume and application for discrepancies

  • Check personal references

  • Obbtain criminial background checks

  • Use an integrity assessment to screen out misfits.

  • Screen for substance abuse problems

  • Use a "total person" employment assessment for correct job match.

  • Conduct thorough structured Interviews.

cHART

Sources:  Professor Mike Smith, University of Manchester, August 1994.
John E. Hunter and Ronda F. Hunter, Validity and Utility of Alternative Predictors
of Job Performance, Psychological Bulletin, Vol. 96, No. 1, 1984, p. 90
Robert P. Tett, Douglas N. Jackson, and Mitchell Rothstein, Personality
Measures as Predictors of Job Performance: A Meta-Analytical Review,
Personnel Psychology, Winter 1991, p.703. Michigan State University School of Business.

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