Assessments can serve a useful purpose when they are applied ethically and systematically. We will be talking about some of the business applications for assessments and a few of our favorite assessment instruments.
Done properly, these are valuable tools to help maximize understanding, mitigate conflict and help to ensure a good fit for an organization. It may sound like a cliché but establishing the correct fit on teams unlocks productivity. Assessments are only one data point but they are an important data point. Obviously, organizations take into account many other factors in making a hiring decision. But, before spending time and money to on-board a new employee, make certain that person will fit in with culture and goals of company. Assessments can help.
According to ATD, workplace assessments can help measure cognitive ability, mental abilities such as verbal, math, reasoning, and reading comprehension skills. They can also measure personality traits related to behavior at work, interpersonal interactions, and satisfaction with different aspects of work assignments. https://www.td.org/insights/how-workplace-assessments-can-help-you
Types of assessments
- Individual awareness
- Pre-employment
- On-boarding
- Competency
- Individual coaching
- Conflict resolution
- High potential development
- Team building
- Talent analytics
- Succession preparation
We have found that applying the right tool for the right purpose with the right person at the right level saves time, money and energy for the client company. For example, if we are preparing to make an addition to an executive team, we may choose to do a comprehensive “deep dive” as the position warrants it. Other times, depending upon the level, we will choose a more expeditious instrument.
Assessment Instruments
There are many excellent assessment instruments from which to choose. Some are developed internally by staff with the appropriate expertise. Others are more of the “off the shelf” variety that can be applied with little or no internal development.
All assessment instruments must have the basics to ensure reliability and validity. Does the instrument measure what it’s supposed to measure, and does it do so on a reliably repeating basis? What happens when somebody thinks they have been discriminated against per ADA or Title VII? https://www.dol.gov/odep/pubs/fact/rights.htm
For example, if the instrument is supposed to measure competence for a job of a particular level, does it do so without adverse impact or inherent bias?
If purchased from an outside source, can they provide a recent validity study and litigation support package in the event you are challenged? Can the instruments be administered or interpreted without the use of a PhD Psychologist? Do they require certification and does your provider have that certification?
Some favorite instruments:
- DiSC – simple easy to use for observable behaviors and motivation
- Myers-Briggs Type Indicator (MBTI) – I’m ENTJ
- Profiles International – deeper dive, sales, operations, leadership
- Strength Finders – 4 phases of the team work cycle, plus strengths & weaknesses of the team
- Predictive Index – deeper dive, talent optimization for CEO’s and teams
- Hogan Personality Inventory (HPI) – higher end, comprehensive, agile leader
Why do assessments at all?
This can be a complex issue depending upon several variables. For example, an employer may be held liable for a negligent hiring process when a catastrophic event takes place. Sadly, this has been the case in recent events where employers are held accountable for employees who have engaged in workplace violence.
Assessments done with integrity and proper intent are one way for employers to defend themselves against negligent hiring lawsuits. Having said that, there still has been some debate of the various applications of assessment tools in the workplace.
Whether they be for adding new staff or for analysis of who is already on the team, assessments provide valuable management intelligence to build up organizations. So choose the assessment instruments wisely, seek to fully understand the “why” before the “how” of implementation and reap the benefits of using this knowledge.
#2020workforce, #professionaldevelopment, #workforcedevelopment, #managersuccess,#on-boarding,#coaching
