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The Value of Psychological Assessments
Psychological assessments are useful for hiring, managing, motivating,
re-structuring, promoting, coaching, training, counseling, and on-going
development. Some of the key benefits include:
- Objectivity – Interviewing and reference checking are at
best subjective. An effective assessment tool is often the only
objective information you can rely on.
- Clarity – An effective assessment tool can help you see
what you might otherwise miss and help you do so before it's too
late.
- Insight – An effective assessment tool can tap into deep-seated
and normally difficult to access attributes of people; helping
recruiters and managers to know what they should be looking for
and focusing on.
- Confirmation – An effective assessment tool can help confirm
or challenge good and bad attributes that you may have sensed
but were unable to fully identify.
Four Facets of Assessment:
| Personality and Behaviour |
Education and Training |
| • |
motivation & interests |
• |
credentials & skills |
| • |
(surface of) experience |
• |
knowledge |
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| Temperament and Aptitude |
Character and Maturity |
| • |
disposition & self-motivation |
• |
attitudes & values |
| • |
(depth of) experience |
• |
understanding |
We derive input on the left-side facets of a
candidate mostly from psychological assessment, input from the right-side
mostly from interviewing and references.
The higher on the continuum, the more superficial and changeable
is the facet; the lower on the continuum, the more deep-seated and
unchangeable.
Most hiring mistakes are made by ineffective assessment at the
lower end. Since the high end is more extrinsic /manifest and
easy to assess, the low end more intrinsic and difficult to access,
there is a tendency to base hiring decisions— and all “people
decisions”—mostly on upper end, superficial input.
To learn how the ADVANCED ANALYSIS™ can help click
here.
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