When to use Assessments?

If the benefits of a strong well motivated team are clear then the missed opportunities and the wasted time dealing with “people problems” are sometimes not so clear. Energy is sapped from the organisation, effectiveness is lost and hidden costs mount up. Some estimate that replacing an employee can cost as much as two times the persons annual salary.

And these problems arise from

  • Poor matching of employees to jobs

  • Poor communication from managers

  • Low employee motivation

    So effective recruitment and retention are fundamental to business success and bottom line.

    Recruitment - some facts

  • Two of three new hires will disappoint in the first year

  • Ninety-five of 100 applicants will "exaggerate" to get a job

  • Most hiring decisions are made in haste - during the first five minutes of an interview

    Improve Individual Selection Processes

    Your objective is to hire more of the right people – and fewer of the wrong people!


    Using psychometric assessments as part of the selection process will raise your success rates and significantly improve the prediction of future performance.
    They are never a substitute for interviews and references – they are designed to supplement them. Our assessments are specifically designed as input to the interview itself.

    Interviews – that most traditional and widely used of recruitment tools – and yet studies show that the ability to do well in an interview has a low correlation with the ability to do well in the job itself. In the region of 14% correlation – only one in seven is a successful hire!

    References – checking references will improve the chances of success. But only to 26% - around one in four.

    Personality – measuring personality or behavioural traits will improve the hiring rate to 38%

    Thinking abilities – when combined with the others raises the correlation to 54%

    Occupational interests – adding this dimension moves the figure to 66%

    Job Match - What is the ideal profile for that job – and how does the candidate rate against that ideal profile?

    By combining all of these factors with the concept of Job Match success can move to over 75%


    BI Psychometrics has assessments designed to measure the characteristics for each specific job and to evaluate candidates against that particular profile.

    Improving selection success will give clear benefits to your organisation and deliver to the bottom line.

    Retention and Development - some facts

  • Two of three employees would rather work somewhere else

  • Turnover costs thousands of pounds for every departing employee

  • Eighty percent of employee turnover is avoidable


    To identify areas for improvements in performance
    Psychometric assessments can be used to provide insight into an individual’s management style that can be most valuable when assessing training needs or implementing a programme of coaching or mentoring.

    To Motivate employees
    Incorporating assessments into an appraisal system gives recognition to the employee and gives them the opportunity for personal development.
    360’ assessments are often used in development. They have the advantage of providing feedback to the manager from boss, peers and direct reports.

    To identify areas for improvements and to motivate employees

    Psychometric assessments can be used to provide insight into an individual’s management style that can be most valuable when assessing training needs or implementing a programme of coaching or mentoring.

    Incorporating assessments into an appraisal system gives recognition to the employee and gives them the opportunity for personal development.
    360’ assessments are a useful tool in development. They have the advantage of providing feedback to the manager from boss, peers and direct reports.

     

     

    Assessments Online
    Profiles' assessments are administered over the Internet for maximum convenience. Results are immediate and the reports you choose are in your hands in just minutes.

    When To Use
    If the benefits of a strong well motivated team are clear then the missed opportunities and the wasted time dealing with “people problems” are sometimes not so clear ...

    Interviews
    That most traditional and widely used of recruitment tools – and yet studies show that the ability to do well in an interview has a low correlation with the ability to do well in the job itself. In the region of 14% correlation – only one in seven is a successful hire!