Time for a New Approach to Psychometric Assessments

Most managers and leaders know hiring a new employee for best people capability is an expensive exercise.

I’ve never actually met anyone who set out to hire a less-than-ideal employee on purpose. However, it always bothers me that statistics tell us we hire the right person less than 25% of the time.

Think about that for a moment. Imagine you have a process in your business that delivers the right outcome with such a low level of consistency. What would you do? I’m thinking you’d change the process and look for new ways to deliver better outcomes.

That’s why it’s time to move beyond traditional psychometric assessments that no longer serve the needs of today’s businesses.

Rolling the dice and taking your chances

The goal of recruitment is to hire a new employee that will add value, contribute to the business, and enjoy their work. All this leads to high people capability and engagement.

But it’s not that easy. You gamble $30,000 EVERY time you start the hiring process because humans are complex beings.

For starters, there is the deep-seated unconscious bias that comes with being human. To add to this, some candidates:

  • Lie on their resume.
  • Fudge their referees.
  • Turn out to be more of a lone wolf than a team player.

The potential pitfalls are endless.

Typical behavioural assessments for people capability

Many businesses use psychometric assessments to help in predicting the behaviours and ability of candidates.

Assessments are not new. Most have been around since the last century. However, the issue is that most psychometric assessments are ‘off the shelf’ packages. This leaves employers with no opportunity to vary them in any way, meaning employers measure things they don’t need to and fail to measure elements that are critical to their business’s success.

This traditional ‘one size fits all’ solution used across the employee life cycle doesn’t meet the needs of modern organisations. As a result, the ability to attract, assess, select, develop and retain the right people is negatively impacted.

Stack the odds in your favour for your organisation’s people capability

Organisations spend millions on defining, developing and implementing for commercial advantage. Some aspects of this include:

  • Specific leadership competencies.
  • Unique culture.
  • State-of-the-art customer service.
  • Well-known values and dynamics.

The uniqueness and greatness of your organisation can’t – and shouldn’t – rely on a ‘one size fits all’ approach.

This is the reason Great People Inside (GPI) has invested hundreds of years of collective international know-how to create technology empowering you to embrace the complete life cycle of employees and executives – from talent acquisition and onboarding to talent growth and development to employee assessment and performance management.

Guided by our easy-to-use platform, you can select from a menu of more than 60 validated and reliable psychometric dimensions.

This same flexibility applies to our 360° surveys, where you can choose from more than 50 managerial skills and competencies. In addition, suggestions for future improvement and development are available.

With GPI, you can easily create customised assessments and surveys – from the competencies, values or objectives of any role, department or organisation – anywhere in the world.

To learn more about the dimensions available, or if you’d like to trial our assessments, contact us.

About the author:

David Leahy is the Managing Director of Great People Inside Australia.

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