360 degree evaluation and feedback system

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.

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Advantages of 360-Degree Feedback to Improve Employee Performance

360-degree feedback allows you in receiving the helpful development advice from required multiple sources, and the sources are none other than an employee’s work circle, which includes colleagues, direct reports, and line managers. In most of the cases, 360-degree feedback involves a self- evaluation and some parties prefer to include external parties like suppliers and clients. But such isn’t the scenario always. The 360-degree assessment process is carried out by a team to provide help to each person to improve and progress, and it is all about spotting strengths and weaknesses which are used to plan their personal growth and some specific paths for development.

Cengrows is here to throw the light on the advantages of 360 degrees feedback system, which allows the team to progress. It is a collaborative process which eliminates certain issues that arise when only the managers act instead of allowing the people also to perform with their team.

Following are the advantages to improve the performance:

Accountability and self- awareness: self-awareness is possible due to feedback only which helps you to be better and enhance your performance. People’s motivation comes from knowing that their works are being well- acknowledged and this helps in being them more responsible towards work.
Peer group: as a manager, you might have the different view about the employee, whereas, on the contradictory, peers will have a different perspective altogether, as they are more aware of the working styles, the way of interaction and the way they are utilizing their time. This is the reason why 360-degree feedback works and always welcomes the input that managers may lack to provide. It happens many times, you might work with people from the different team or department on the same project, and your manager might not be aware of the know- how’s of the task and the work involved. According to recent research, peer relationship has an enormous impact on the work lives on individuals. All these things directly contribute to the working environment of the office.
360 feedback and managers: this feedback also assists the managerial performance which involves receiving both- the constructive as well as positive feedback from your team members. This also encourages the employees to come up with upward feedback on the issues which might have been underground over the period. This is a unique opportunity to expand new insight into your working style and also the way you interact with your team.

Hence, it was found that 360-degree feedback is obliging in the overall development of members and has been found quite beneficial and also, has shown improvement in the task. So all those, who haven’t yet tried it must implement in their company to have the excellent result, as this feedback helps to create more communicative, continually developing and high- achieving team.

How to Use Psychometric Testing in Hiring

According to a survey conducted by the Society for Human Resource Management, approximately 18% of the companies these days are using personality tests in the recruitment procedure, and surprisingly, this number is growing at the rate of 10-15% on an annual basis- as per many industrial and organizational psychologists and the Association of Test Publishers.

Psychometric testing proves that there are certain cognitive and personality tests which help the new employees to succeed in their field and boost them for their future. Since the cost of a bad hire is extensively estimated to be a year’s salary; there are huge incentives for organizations to get hiring right. Due to lack of knowledge, unfortunately, many organizations use the wrong psychometric assessments in a wrong way and here are the followings they ought to know to minimize the potential risks and maximize their predictive accuracy, as Cengrows is helping you to achieve:

Know the law: the organization ought to keep in mind, the legal compliance when they want to add psychometric tests to their pre-employment screening system. The assessment tools, especially cognitive ability tests need to be job- relevant due to the presence of anti- discrimination laws. Competency mapping is included too for psychomotor testing.
Business needs should be known: these tests won’t help you unless you don’t have well- established measures of job performance. These days, organizations are focusing more on the predictors or independent variables rather than concentrating on dependent variables. It is important to know that if an industry doesn’t have quantitative measures of employee performance on the job, then there is no source for statistical correlations of how good these tests predict their performance. In such a case, you need to be dependent on the assessment center.
Risk of cheating is reduced: the tests like cognitive ability tests are conducted in order to safeguard the candidate; organizations should ‘proctor’ the assessment test, either by monitoring him via video conference, or noting their activities directly. But keep in mind that some candidates may be tempted to play a smart act with the result. You must compare the reference of the candidate and his interview ratings with their results to ensure whether the two are consistent or not. Such things are useful in the sales department where to need to have a smart candidate and you can be easily fooled by people by ‘impression management’. Using multiple psychometric tests can actually help the organizations to get a more consistent picture. You have to perform such tests in limit and never try to over-do it because sometimes, even a well-developed, predictive assessment battery and legally defensible won’t be of any worth if the candidate feels it being over time-consuming.
Must share the results with the candidates: every candidate has the right to see their effect these days- as per “informed consent” and few organizations also provide access to the reports based on the psychometric tests that the applicants take. Whether the candidate accepts the employment offer or not, there are both- the ethical as well as the pragmatic benefits of sharing the result.
Test the tests: job performance of an individual must be evaluated quantitatively, which give the company criteria for correctness. While hiring managers and HR, one must consume the right methodology to select and retain the authentic psychometric tests.

To undergo all these points as mentioned earlier, one ought to know and understand the business needs and make sure that you find a test that evaluates the characteristics. Some laws prohibit the company from discriminating the privacy of the candidate, but no legislation prohibits the company from using strange assessment tools.

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