Assessment tools help evaluate and illuminate the positives and negatives in a candidate along with their motivation factors. Here are some of the commonly used tools:
In a nutshell, personality inventories take stock of a person’s personality traits, values, preference, and motives. These assessments provide us with a data-based evaluation that tries to unearth a person’s work-relevant strengths, growth opportunities, and potential within the organization. By obtaining crucial work-relevant personality characteristics, it is possible to ascertain how an individual’s personality will impact their colleagues and themselves. This also helps organizations set appropriate challenges for the person.
Personality Inventory assessment tools are designed to measure the positive sides of an individual’s job-relevant personality traits. This is accomplished with the help of personality scales or factors known as the “Big-Five.” These are:
A recent addition to these scales is the Humility/Honesty factor. Using the big scales do not yield results sophisticated enough to make hiring, selection, or promotional decisions. There subscales that support the big scales and the interaction between these subscales can predict a person’s potential job success or their behavior in handling a certain role.
Personality Inventory assessments are usually administered once a person has already passed the qualification screening. However, assessment results can never be the only determinant in the selection process. Assessment results must be used in conjunction with other predictors as part of a systematic process. Results from the personality inventory can help interviewers focus their conversations on aspects, positive and negative, that are relevant to job success.
Job fit profilers provide assessments geared towards identifying a candidate’s relevant personality traits with regards to a specific job role. While still operating under the major scales, this assessment illuminates’ behavioral competencies and organization fitment while keeping in mind the intended position. This type of behavioral information can predict the fulfillment of organizational interest in the future and identify factors that might affect the person’s behavior and abilities in the work environment.
Job fit profilers also take advantage of the big scales and focus on the positive side of an applicant’s work-relevant personality traits. This assessment goes one step further by using various methods to increase the reliability and validity of the results and reduce a candidate’s ability to fake-out the assessment results. This improves the quality of the results to evaluate the candidate pool. Job fit profiling is particularly useful when sorting a large number of candidates for an organization looking for a workforce aligned with its goals.
While job fit profiling and personality assessment are similar from to candidate’s perspective, they differ in terms of scales, subscales, scoring methods, and how the results are reported. Organizations make use of personality inventory to identify the potential job performance of a candidate. Job fit profilers focus mainly on the match between a candidate’s personality traits and the required job positions.
We usually carry three different personas, the relaxed mode persona, the work/social persona, and the under-pressure persona. Out personality traits remain the same, but in different situations, these traits integrate differently, and that’s when our personality appears to change.
For example, a person who is high on conscientiousness and neuroticism is mostly organized, busy, goal-oriented, plans-ahead, and reflective kind of person. But if this person is overstretched with work that their conscientiousness cannot be satisfied, their neuroticism can take over which could make them nervous, moody, depressed, worried, and hostile. Today’s workplace is rife with stress, long days, weekend working, going the extra mile, always on the move work style. Such a work climate brings out the overstretched persona, which is potentially harmful to the individual, the project, clients, and the organization as a whole.
This assessment measures key traits that come to the fore when someone is overwhelmed. Measuring the subscales to the six big scales that can provide an insight to someone being over-stretched are:
The measured behavior is often categorized as the following:
By identifying the personality under pressure beforehand employing someone, organizations can pinpoint potential risk factors and take preemptive actions to mitigate such risks at an early stage.
Just hiring the candidates with the right qualifications does not guarantee success. For an organization to succeed, an aligned and motivated workforce is the key. Motivation inventory assessment highlights the intrinsic needs of an employee, allowing the company to organize a culture for them to stay motivated on the job.
The more motivated and focused the workforce are towards the organization’s goal, the better the outcome will be. Usually, this assessment measures the following factors:
Each of these factors contains different motivators, namely:
Motivation inventory assessments are typically used with the candidate pool and existing employees. This assessment can usefully report critical insights into potential employee retention and engagement.
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