Ever bring on a new employee, only to realise by the end of the first week that this new hire was a huge mistake? Every organisation is unique and has a DNA of its own. To build great teams, you must hire the right talent and make sure you manage and nurture this talent to its fullest potential. This journey begins with the “Job fit” concept which is critical to ensure maximum productivity, employee motivation and job satisfaction. You will learn how to select the right assessment tool and ensure effective integration of psychometrics into your recruitment process.
Oussama Mansour, CEO, Profiles International
2. • Business success is more people dependant
• Marketplace for TALENT is increasingly becoming global
• TALENT is a scarce source
• Employees are more sophisticated
• Employment relationships are more complex
Business Today
6. The Challenge
Your Pool Of
Potential
Candidates
The
Target
Job
Role & Responsibilities
Competencies (S,K)
Personality (Behavioral
Traits)
Interest
Thinking Capacity
Your Cultural & Value Fit
Leadership &
Management Style Fit
Marriage
Good Fit
Bad Fit
Growth-Productivity
Low Productivity
7. What is psychometrics?
the branch of psychology
concerned with the design and use
of psychological tests and the
application of statistical and
mathematical techniques to
psychological testing.
8. What is psychometrics?
Ultimately to gain an accurate bearing of the individual’s:
Cognitive abilities
Behavioral Traits-Personality
Work Interest
9. •Abstract / conceptual reasoning
•Verbal reasoning aptitude tests
•Numerical reasoning aptitude tests
•Spatial reasoning
What is psychometrics?
Ultimately to gain an accurate bearing of the individual’s:
10. Measure Quality
Reliability:
The degree of consistency of the measure.
Does the test give you the same results every
time it is used?
Validity:
A measure of the correlation between test results
and actual trait levels.
Does the test measures what it is intended to
measure?
11. At What Stage Should
You Administer
Psychometric
Assessments?
12. Career Planning
Performance Management
Training & Dev.
Succession
Planning
Coaching & Mentoring
Team Building
Recruitment & Selection
Conflict Resolution
MergersandAcquisitions
OrganizationalRestructure
To support other selection methods / tools
Areas of Application for Psychometric Testing
18. Leadership Development Process
On-The-Job
Name
My Strength
My Opportunity
My Opportunity
Leadership
Awareness
Self
Leadership
Actions
Situation
On-The-Job
Internal
To Yourself
Your Action
On-The-Job
19. Leadership Development Process
On-The-Job
Name
My Strength
My Opportunity
My Opportunity
Leadership
Awareness
Self
Leadership
Actions
Situation
On-The-Job
Internal
To Yourself
Your Action
On-The-Job
Leader Engaging
With Employee
Results
+
_
Lessons
Learned
22. Conditions for Successful Implementation of
Psychometrics in your Organization:
Define the objective(s) of the assessment
Define the target audience
Select the right Assessment Tool that meets your
requirements
Do a pilot to establish successful experience and have first
hand exposure
Integrate the assessment into the fabric of the
organization
Define clear Assessment P & P
23. Conditions for Successful Implementation of
Psychometrics in your Organization:
Learn how to trust the assessment
Psychometrics are not the DECISION, they are to help you
make the right decisions.
Psychometrics are not to replace the HR
Communicate and educate your organization about
psychometrics and how to fully utilize them at all levels
24. Is the tool reliable? Coefficient Alpha (0-1)
Is the tool validated for the country/region?
How is it administered? (Paper , Web Based)
Complexity of the reports
Job Match & Benchmarking Features
Types of reports
Does it require certifications?
What kind of support provided?
The delivery system
Key Questions you must ask when selecting a
psychometric tool:
25. In what languages is it available?
Can the assessment be taken in one language and the
report generated in another language?
Price
Key Questions you must ask when selecting a
psychometric tool: