Choose The Assessment Tool Vital to Your Success

The objective within most organizations is to employ a happy, productive workforce that remains on the job longer and provides more. That mission is often tough to implement without personality assessment of your employees that is determined to foretell a candidate’s on-the-job performance and security. Volumes of research show that an evaluation technology-when positioned and deployed correctly will reduce turnover and improve while creating a reservoir of objective performance data designed to identify prospective employees who are good fits in specific job roles.

 A Personality Assessment is proven to predict employee performance. Assessment techniques are designed to assist organizations in recognizing candidates who will be active on the trade. To find out which assessment can completely meet your organization’s requirements, you must be satisfied with the system’s capacity to foretell performance. From an intention, scientific perspective, performance predictability of an evaluation solution is very often reported through two concepts: reliability and validity.

How Does the Assessment Work?

Validity responds to a very different question. Does it work? In the game of golf, some strokes to complete a round of golf offers an efficacy estimate of a player’s golfing abilities. It is necessary to understand that one game of golf at one golf course does not offer an accurate representation of one’s golfing ability. Golfers attain different scores depending on the course played, weather, type of course, the difficulty of the course, some holes played, the number of strokes required to make par, etc. It is not one round, but the body of evidence collected over time that provides the validity of a player’s golf game.

It enforces continuous workforce improvement

To stay aggressive, every company must desire to watch continuous improvement in the workforce. The benefits that an organization obtains through the hunt of continuous improvement are many: more productive artists, real process efficiencies, lower overall costs, and higher incomes, to name a few. The answer to that kind of long-lasting improvement lies in bettering the performance of every member of the organization. After all, people make up teams, teams make up departments, offices constitute company divisions, and units from corporations. Individual performers are the building bricks of the complete structure.

It focuses on fit; more is not always best

More is always better! Typically, assessments measure a collection of characteristics referred to as factors, dimensions, etc.. Many people assume incorrectly- that it is always better to be on the higher side of a characteristic the More is Better Syndrome.

Cengrow is a well-established organization that deals in providing services that include employee satisfaction survey, employee engagement solutions and projective techniques like an e-assessment form. Visit www.cengrow.com for more.

Should Small Businesses Rely on Personality Tests for Recruiting Staff?

Research indicates that half of all new hires fail within 18 months, but most of them fail for attitudinal reasons (personality traits, human interactions, etc.) rather than cognitive competency (brain-based skills like logic and reasoning, problem-solving, language, etc.). So as a small business owner and hiring manager, what can you do to ensure you hire the right people?

Can do – will do – will fit

As business owners, we are responsible for hiring the right people and building teams which perform well together. And the smaller the business, the more costly it is when you get this wrong.

Personality testing

One tool in the recruitment process that larger companies tend to rely heavily on uponcertainly, but is often overlooked by smaller businesses, is the personality assessment. Personality testing, also known as psychometric testing is designed to predict how people will behave in the workplace. In other words, it attempts to predict how the candidate will work, rather than worry about whether they have the technical skills to do the job. It might cast light, for example, on how the candidate will work under pressure, how they will interact with co-workers, or whether they will fit into a given team, given the existing team members’ personalities. In other words, companies rely on these tests to screen candidates for ‘good fit’ – the end goal being to reduce turnover and improve productivity.

Developers of these assessments tend to counter that the tests do have controls that detect inaccurate answers, typically by asking a question several times in different ways to test the consistency of responses. This may help correct one misunderstood question or a slip of the mouse.

Personality testing as part of the recruitment is supported with some academic credibility, and businesses should certainly apply them in particular if they are being used exclusively to predict a candidate’s fit. A lot of the time, the candidate interview, and the psychometric test are seen as two separate processes or sequential ‘hurdles’ that the candidate must jump over. Take a more integrated approach with Cengrow that is leading organization that deals in personality assessment, and address in a second interview any concerns which arise out of the test results, probing any potential ‘unwanted’ personality traits.

Ironically, sometimes the ‘will fit’ (personality fit) assessment may conflict with the ‘can do’ (Skills) assessment. Research conducted on characteristics of successful salespeople suggests that employees who are assertive and display a strong will to achieve are more likely to sell more than those who gregarious, dependable and persistent. And yet psychometric testing may well find out the suitable types because they are present right with them. It’s necessary to always relate your recruitment assessments to a conscious consideration of the specific skills and attributes you need in a particular role, rather than blindly trust in an automated evaluation process.

Visit www.cengrow.com for more information

How to Use Personality Profiles to Improve the Recruiting Process

It’s no wonder that personality profiles have turned out to be a standard assessment tool in the hiring process for many companies. Hiring managers and recruiters understand full well that resume screening, interviews, and reference checks are not a very active or objective means for making hiring decisions.

All that being said, some organizations continue to struggle with recruitment, so they tend to use personality assessment in their hiring decisions. The most probable reason for that is simple: it needs to be in the right hands to get the great results. Used inappropriately, both of these tools can hurt you. The personality profiles are complex tools. And the information they provide is dark and not always easy to interpret. We humans are dark, complex creatures ourselves. To make their tools easier for HR professionals to use, the tool providers have interpreted the computer generated reports to improve readability. The downside to simplicity, however, is that simplicity reduces the depth of information and the power of the tool. Less granular indicates less detail. It often generates challenges to drawing useful and accurate conclusions that are helpful in the workplace.

They should be approved in the use of the assessment tool, and they should be experienced in imparting insight and value. The practitioner creates a strong profile of the candidate or an effective action plan for employee development. Some assessments offer many raw scores, some of which may or may not contradict other scores on the same assessment.

  • A certified assessments practitioner will realize how to address some of the extraneous information on the computer generated report. Also, they will be familiar with trends and patterns that imply certain strengths or blind-spots in the individual. Most importantly, two individuals with very different personality profiles can still both be satisfied in the same role. The practitioner will help recognize these scenarios so that HR does not overlook and miss out on great talent.
  • Analysis of learning abilities and talents. This is one of the most important aspects of the candidate assessment and is also powerful for employee development as well. The result is a strong profile of the person’s communications skills, interpersonal skills, emotional intelligence, work ethic, commitment levels, and leadership potential. These tools are useful for candidate assessment, but even more powerful for talent management and succession planning.
  • Personality Assessments provide clarity on where the drive and passion are in an individual, and so it helps ascertain how well a fit a person is for their role and career direction. This is one of the most crucial assessments to use when trying to determine the likelihood of success of any individual in a given designation. It is also useful in the midst of the talent management lifecycle to make sure that the individual is on the relevant career path within your organization.

But it is very important to note that it is possible to have two people with very different assessment profiles that are both competent of succeeding in the same role. Your assessments practitioner will have the expertise and experience to identify those and ensure great hiring decisions.

Visit www.cengrow.com for more.

Know When To Get Help – Performance Management Consulting

Most people fear performance appraisals since it is tiring and tedious, and people think their jobs may be on the line. Of course, performance evaluations are pretty useful since management can completely make sense out of the questions that have been occurring in the company. By a regular performance appraisal of workers, companies can be able to find out about the motives behind why the organization is wasting money.

  1. Perform Appraisals in an Organized Manner

As the part of the administration that ultimately runs the company, the superiors who are making all that performance evaluations year after year, they must take this task sincerely so that that the firm will be able to benefit from the yearly performance appraisals of the employees greatly. In the event in which people who are going to head these yearly employee performance evaluations are clueless on what they should do, they usually have the option to get some performance management consulting. Hence, they will able to know what people from the management like them should do when it’s time to make those employee performance appraisals once again.

Employee performance evaluation may appear to be a highly difficult task but through great performance management advisors, you are sure to be able to get the plans as well as the methods that other organizations are doing with the help of performance management consulting. When it comes to performance management consulting, experts in the field of business administration will instruct company heads that before they go on to their employees’ performance appraisal meetings. Whether they will give out a presentation to other business heads or just be talking to the employees, a performance management consulting will provide advice the management to make a draft of what they are going to state first before actually going out to the meeting and fumbling on the employee appraisal meeting.

  1. Focus on positive, not negative aspects

When it comes to performance management consulting, it is extremely suggested that you plan everything out from the beginning so that the whole process of the yearly employee performance appraisal will go on evenly and without any hitch. The performance administration consulting activity should be able to help out the company’s management to be able to provide clear and concise ways for them to make their thoughts be fully understood during the performance appraisal report. Performance planning is the key to a well-executed performance appraisal meeting according to the performance management consulting.

– Heed the advice of the performance management consulting group

– Decide on the important factors

– Tackle those factors

  1. Make it work!

Based on research from the performance management consulting, top companies today are using the performance management process to reduce a best-effort directed culture in the enterprise. Instead, the company should move on towards a results-driven culture instead, the next is to be able to establish as well as strengthen the extreme importance of the company’s core competencies and ultimately, the company must also be able to point the poor performers in the company for the finish.

Cengrow is a leading performance management consulting firm that provides all above-mentioned benefits to their clients at a very affordable rate. Contact them to experience a decent consultation for your company’s growth.