Assessment

Poor assessment loses you time and money

When you invest in hiring, developing or promoting talent, how do you know if you have the best person with the greatest potential to succeed? What tools are you using right now to improve your chance of making the right decision? What could be the cost of getting it wrong?

The reality is recruiting, developing and promoting employees requires an investment of time and money, with an expected return on investment. This means identifying the person that will reward your investment with maximum job performance. In effect, you need to assess and predict the future job performance to make the right decision about the ‘right’ employee.

Use objectivity in recruitment and development assessment

Many companies are still using approaches that are not objective or valid. Interviews, résumés, and reference checks are useful, but not strong predictors of future performance and open to subjective bias.

Using objective tests and assessments will give you the chance to gain insight into the candidate or employee through the use of tools and methodologies that provide independent information about a range of variables for the people you are assessing. This can include assessing personality preferences, cognitive ability, competency levels, team preferences and skill gaps. Smart companies are investing in independent assessment to ensure objective, reliable and valid assessment information is included in the decision making mix.

When can assessment be used

There is a broad range of opportunities to introduce objective assessment into your organisation. There are tools and methodologies we can tailor for:

Recruitment and selection
Role validation
Performance evaluation
Team roles, profiles, development and health checks
Management and leadership development
Succession planning
Organisational change
Change management
Executive development

Numerous assessment choices

We have a number of assessment tools and methodologies that can add value to your selection, promotion and development decisions. Talk to us about how to build a solution around your specific needs, budget, timeframes, culture and geography.

Personality assessment	A questionnaire that identifies personality preferences.
Cognitive ability testing	A test that measures a candidate or employee’s cognitive function in a range of areas. The most commonly tested areas are numerical reasoning, verbal reasoning, and abstract reasoning.
Emotional intelligence (EQ)	A questionnaire to identify how well a person can to perceive, control, and evaluate emotions.
360 degree feedback	An executive solution that identifies the strengths and development areas of a manager or leader bybeing rated by their supervisor, direct reports and peers, in conjunction with a self-assessment.
Team management profiles	An assessment that provides constructive information about an employee’s work preferences and the strengths a person may bring to the team.
Types of work profile	A job-analysis tool used when restructuring a job or designing a new one. It identifies the critical activities required for success in the job.
Linking skills profile	A team leader assessment that identifies capacity to integrate people and processes.
Simulations	A range of observed activities that assess performance in simulated context to predict future performance. This includes in-tray exercises, presentations, role plays, and discussions.
Competency assessments	A performance-based test where a person performs a specific set of tasks to determine the level of competency.

Benefits of using objective assessment

There are many benefits of using objective assessment tools and methodologies:

Budget savings. Getting the right person in the right role means longer retention and less future recruitment costs.
Higher productivity. Studies show an employee will be more productive if they are in the role that most suits them.
Engaged employees. Happy employees will go above and beyond.
Higher bench strength. Companies can employ, promote and develop those with most potential.