Lately I’ve been having a lot of conversations with people about the ‘ins and outs’ of psychometric assessment – how it works, when you should use it, and how to make sense of the information it provides.
Call me a nerdy psychologist, but this is an area I’m quite passionate about – educating employers, hiring managers, and HR practitioners about the way assessment should and shouldn’t be used. Why? Well, to me the answer is obvious – because making decisions about this kind of stuff is pretty important.
Get it right and you’ve significantly increased your chances of selecting the ‘right’ person for the job – that is, someone who can help your business to thrive and succeed, and have a healthy impact on the organisation’s bottom line.
From the candidate’s perspective, you’ve also helped that individual to find a role that represents a good ‘fit’ given their unique set of skills, capabilities, and motivation.
It’s a win-win situation, really.