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The Role of Psychometric Assessment in the Interview Process!
2005-07-01
In previous columns I provided several Recruitment and Selection Tips to ensure that all hires are in deed successful hires. In todayÃs column, I want to discuss the role that psychometric assessments play in ensuring that you are hiring who you think you are!
According to The Random House Dictionary psychometrics deals with the measurement of mental traits, abilities and processes. In other words psychometrics, along with other evaluation tools, such as interviews, is able to assist in predicting future behaviour and how an individual is likely to perform, for example, in a stressful situation.
| | | In today's busy and hectic business world, the hiring owner, executive or manager wants to know:
1. Who will react to changing situations without thinking.
2. Which people are prone to authority conflicts and how to positively handle such drive.
3. Who will fail to follow through on details.
4. Who will avoid situations which call for meeting people and who will find being with others too irresistible.
5. Which people are eager for the meeting to move on to the next topic and which ones are troubled unless every detail is ironed out first.
6. Who will talk too much and be too critical to hear anything others say.
7. Who will decide too quickly and who will have too much anxiety to be decisive.
| | | | Psychometric assessments will undoubtedly provide you with invaluable information about a candidates operating style and performance especially in high pressure situations. Also, test results emphasize how a person is likely to react under stressful situations and how pressure affects ones ability to concentrate, stay motivated and communicate effectively. | | | | Why Do Assessments In The First Place? |
1. Assessments saves time by zeroing in on potential problems.
2. Surveys show that top performers have 250% more productivity than average performers.
3. Numerous studies indicate the failure rate of managers and executives is at least 50%
4. Research suggests assessment, combined with an interview, is significantly more effective than an interview alone.
Psychometric assessments can be used in the selection and screening process, safety situations, teambuilding (small to large groups), individual performance enhancement, management development and dispute resolution.
Assessment results will also provide you and the individual with an opportunity to learn more about:
1.Improving their decision making.
2.Identifying conditions likely to lead to success or failure, and,
3.Developing mental and interpersonal skills.
Psychometric assessments, along with interviews, can help avoid bad hires, which have tremendous negative affects on your organization not to mention the out-of-pocket costs associated with such things as advertising, interviewing, etc.
There are many different types of assessment tools available, the one I am most knowledgeable about and use in my practice is The Attentional & Interpersonal Style (TAIS) inventory. Always seek professional advice if you are not sure of when and how to introduce psychometric testing into your organization. |
Contact:
 | Paul R. Hawn, President, Hawn & Associates Inc. | | Suite 507, 421 Bay Street, Sault Ste. Marie, ON P6A 1X3 | | info@Hawn.ca | | http://www.Hawn.ca |
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