Estimating Immeasurable Traits of Importance: Find Behaviour at Workplace and Personality Traits

Psychometric testing is most important from the perspective of predictability of work behaviour and work output. By checking personality traits, we can be sure that the person will do the work assigned in an impeccable manner or whether there will be problems to this. This helps grade the workforce into those who are achievers and those who will put in a hard stint. We can mobilise workforce to produce most efficient results.

Personality check tests

To determine the cohesive force in a person’s behaviour, we need to understand the distinction between his positive and negative sides. This will allow us to estimate his value choices.

Positive personality aspects: Here we check for the values that will help a person work in cultural or economic group. This trait will show how much of training he or she will be able to undertake and do the work.

Dark aspects of personality: Find those traits that will affect worker behaviour at the workplace. This might have an impact on the customers and work culture as a whole. Measuring the amount of deviation will help us determine how well he will fit into the workplace.

Understand motivating forces: Since each person looks to a different object for motivation, it is important to identify what will motivate a person at the workplace. We do this by understanding his preferences and the kind of values he adopts. Measuring this behaviour will help us arrive at the motivating force.

Determination of cognition: This shows the ability of the person to think on his own. They are able to analyse a situation by themselves and so contribute to the work. We check for the validity of his logic in arriving at some conclusions.

Aspects of Character Traits

Here we see personality profiling based on 26 scales or constructs. It goes beyond the Big Five that scientists normally use. This is important for all critical work because it measures his tendency to burn out. It also shows how trainable a person is and what kind of expression is present in his job satisfaction. The usual five factors are these:

Conscientiousness: There are two ends to this trait. One is a disposition where one is efficient and organized. The other side is careless and easy going.

Agreeableness: Here we see one of the sides as being compassionate and friendly. The other side is being cold and unkind.

Openness to experience: A person may be cautious when exposed to new things but he may also be curious and show inventiveness.

Extraversion: This person may have a reserved nature and solitary disposition. On the other hand, he might be energetic and outgoing.

Neuroticism: This expresses his nervous state as being nervous and sensitive or being secure and confident.

Customise tests for a job role

The personality profiler has 86 items. The ability to fake good is reduced by using semantic differential item format. We can customize this competency network and also change the configurations to suit the test taker. This is done to give emphasis to those behavioural aspects that are needed for the work. This will help in the hiring decision making. There is a possibility for adverse impact and so this framework is checked for adverse impact before using it. We standardise it by sampling values across different geographic locations, gender, job level, and age groups. The idea is to put together a team that delivers the results that we want.

Get the right person for the job

It is important to get the person with the correct cultural fit for the job. A person fluent in the local language will do a better job at selling than one who isn’t. The assessment blend is tuned to test for job capabilities at the start itself. An instance of this would include campus hiring and off-campus hiring, lateral hiring, and leadership hiring. This improves the quality of the hires by 200%.

Identify development areas for the person

This test will help identify the areas for development of the candidate. This means we identify high-potential areas. Then, we see training identification regions that might help or is necessary. We also check the effectiveness of the training to see if there will be an impact or not. This will lead to better employee engagement.

Make good leaders

Check for leadership traits so you can groom workers to become leaders tomorrow. This is a part of succession planning. We channel resources that a person has in the right direction so they become leaders with the right attitude. This helps reduce attrition in the workplace.

Use of prebuilt tests

By using models that have already been built, it is easy to do your hiring. The standardised test has a huge library with separate sections for each job. For instance, there are separate tests for managers just as there is a separate test for a salesperson. You have Psychometric Assessment for leadership and learning agility assessment. By assessing the capabilities of the person for the job, we can incorporate the training and customizations needed to keep the work flowing smoothly.

Use of custom tests

If you wish, you may make your own tests suited for a specific job. By defining the competencies needed it becomes easy to find the person. Next, you can increase or decrease the level of operations depending on what kind of work the person is doing. You can use the tools given by this service provider to do your customization.

Use of advanced testing models helps to make the selection process easy. The model based on the Big Five theory helps you find your candidate more easily. You may also use the Iceberg Model that uses factors like limited information on education, skills, and experience. It also includes gut feeling estimation and cultural fit. Or, opt the Watson Glaser model that is a critical thinking test. It assesses the capacity of a person to assimilate information and use it for doing work. And then we have the Raven’s matrices that measure abstract reasoning. This is a non-verbal measurement of fluid intelligence.

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