Three new ways psychometric assessments can support your business

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Psychometric assessments are just for recruitment, aren’t they? Many HR leaders think psychometrics only have one use: to help them make better hiring decisions. Yet, there are at least three other ways you can use the right psychometric assessments for the benefit of your business – individual development, internal promotion and outplacement support.

When you want to get the best from your people, it can be easy to forget the tools you have available. (Psychometric assessments are often at the bottom of your list). Use them proactively, however, and you can improve your business by playing to people’s strengths. So, let’s look at how assessments are used for recruitment, and then consider three additional ways your business can benefit from them.

How psychometric assessments aid recruitment

It’s quite common for psychometric assessments to form part of a recruitment process these days. Often used for management levels and above, companies use the report outputs to inform the interview process.

They help the interviewer to understand an individual’s preferences in style or approach to work. They offer insights into someone’s skills and competencies. Good psychometric tools can even generate useful questions to ask, based on the psychometric results.

Psychometric assessments can also be used for volume recruitment. When there’s little to differentiate between applicants, they provide another set of parameters which help identify who would be most suited to a role and allow you to shortlist with confidence.

Yet, this isn’t the only way to use psychometrics within your business. Many assessments are more flexible than this. As well as looking at whether people are a good hire initially, they can also help you provide the right development and focus for people as they progress, and even leave your organisation.

Alternative ways to use psychometric assessments

1.      Developing your people for the future

Psychometrics don’t just create interview questions, they help you identify strengths and understand gaps. After you hire someone, you’ll often look at their initial development needs. You’ll focus on what they need to ‘get up to speed’ in the new role.

But what about a year or two on? How has their development affected their overall competencies, and where should they focus next?  It’s important to re-assess your employees’ development. It’s no secret employees are looking harder at personal development and growth opportunities these days, so you need to be proactive in providing that for your teams. It’s a critical part of employee retention.

Getting updated psychometric reports allows you to take into account the latest comparison data. You can benchmark against high performers, who are excelling in the current market, and look for ways to build a team with similar strengths.

By offering employees the opportunity to complete psychometric assessments regularly, both you, and they, can track their progress. And, most importantly, you can build development plans to keep individuals progressing and engaged.

2.      Psychometrics and promotions

Many businesses look to promote from an internal talent pool, yet far fewer use psychometrics to support promotion versus those who use it as standard for external recruitment.

By the time you’re considering promotion for someone, they’ve already proven themselves to be a valuable member of the team. But the skill set they’ll need for the new role could be very different from the one for they use in their current position.

It will likely need different competencies and behaviours. Perhaps the need to influence is higher, or the ability to manage projects or people increases. At the same time, they may need to see less of the detail so they can focus on higher-level decisions. So, there’s a change in expectations.

Assessing candidates for promotion using a psychometric tool helps you identify those areas they’ll do well. It also highlights where they’ll need support and training, so the individual can become effective more quickly. If they turn out to be great in that position, their report also gives you a benchmark against which to map other candidates in the future.

3.      Understanding competencies during redundancy

The third use for psychometrics is the least common of all. The impact it can have on employees at an incredibly stressful time, however, is so positive.

When you’re facing redundancies, there’s nearly always a focus on cost. But, especially if they’ve worked for you for a while, employees can feel lost and confused about what the future holds for them. Some psychometric assessments, however, allow you to measure someone’s competencies against a range of roles, helping people see where they might go next.

It’s a simple process for them and you, and it provides a huge amount of support and guidance. Just by providing an easy-to-read psychometric report, you can turn a very daunting situation into one of hope. People start to see the pure variety of options available to them based on their own preferences.

It has the added benefit of creating significant goodwill towards the company, even when people are being made redundant.

Using psychometrics more widely in your business

As you can see, there are a number of ways you can use psychometric assessments, and each supports and develops your employees in different ways. So, while you’re focusing on your people, they can focus on delivering more effectively for the business.

With Great People Inside, you can access a range of cost-effective psychometric assessments, suitable for everything from bespoke senior recruitment, through to team development and outplacement support. Simply contact us to find out how psychometric reports can help your business.

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