By the time we reach the executive ranks, we have all participated in assessments: DISC, Myers-Briggs (MBTI), Strengths Profile, etc. The problem with these assessments is that they are Ipsative, and unless the person has a high degree of self-awareness, these assessments tend to produce variable outcomes. The results can be swayed by the emotional state of the person taking them ( ie if they had a bad day) and because of the emotional state, the results will be skewed. The other problem is that these assessments, by definition, are how a person sees themselves, and therefore, little objectivity.
These Ipsative assessments are useful tools for teambuilding within a company because they identify how people approach conflict. However, these assessments should NEVER be used in hiring because the results are variable, and therefore, cannot be defended legally against discriminatory hiring practices. Also, because the outcomes from these assessments are variable, the results will NOT correlate, and cannot be applied to and used to compare one candidate to another as an accurate assessment. So, what assessment tools can you apply when you want to calibrate talent to a role, compare one candidate to another, or assess leadership capabilities? In addition, with remote interviewing via video providing limited information, who wouldn’t want to know as much as they could about the candidate’s capacity?
The assessment tool you want to use for hiring and leadership capability are called Normative
Assessments. These assessment results are graded on a bell curve of actual character measurements. The measurements are based upon questions that are scientifically proven to assess certain qualities and character traits. Some of the things we measure in leadership candidates include: assertiveness, decision-making style, stress management, sense of urgency, team, ability to follow rules or process, detail orientation, introvert/extrovert. Additionally, these tests are taken online and in private – the person taking them has set aside time and is relaxed. Because of the private nature of the delivery method, the assessment is not subject to interpretation by the filtering bias of the interviewer. You get a picture of the “real person” – who the candidate truly is. The best news is that the assessment requires only 15-30 min of the candidate’s time. Results are emailed privately to you – and the results are accurate, reliable, backed by science, and objective.
The assessment provider I work with has over 8000 assessment tests and can determine many innate character traits, and capabilities. We can custom design an assessment tool for any role in your organization.
Most recently, this assessment provider also has created a tool to determine who will work productively from home. For example, the average company has a workforce that consists of 33% of people who will work highly productively when remote, 33% of the people will need support to be effective, and another 33% will struggle and require significant support in order to have the same productivity as in the office. Wouldn’t you want to know who needs help and what sort of help they require?
Please reach out to us to learn more about executive hiring or assessments and how they can be used to determine who will perform well in your company and how to get the most from your teams and how to design assessment tools to build strengths with your teams.