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I have a keen interest in the ethical use of psychometric assessment within organisations to improve the effectiveness of employees and in turn to make overall improvements to the organisation. Keenly interested in determining core competencies that are aligned with organisational strategy and carrying those competencies down through the organisation via the recruitment and selection strategy as well as the performance management processes to ensure that the overall strategy of the organisation is carried forward through the employees and does not only remain an idea at executive level.
Lana van Staden Moodley
In organisations, Psychometric Assessments are most commonly used to ensure that the correct candidate is selected for a particular role.
Job fit is a concept that refers to how well an individual is suited to their role in the organisation. But… there are endless factors that can influence job fit, or job suitability.
A thorough job description may describe the individual competencies as well as the skills and knowledge required to perform a role optimally and, taking this information, we can make use of Psychometric Assessments to gain insight in terms of the likely fit of the individual to the job requirements and make more informed decisions in the selection process.
Hiring a new employee is about selecting the right person with the required knowledge, skills and ability to perform the job optimally. However, not all selection decisions make the impact that was envisioned, and the main reason is that the new employee is not a good fit for the organisation or the job.
This may be because the person looks good “on paper” or comes across well in the interview, but their everyday behaviours and preferences do not make them a good fit for the organisation or the role which they have been hired to perform. This is where Psychometric Assessments can be very useful in that they can provide objective insight into possible future behaviours.
