The following questions published at TLNT.com can help you select the right tool for assessing the qualities of existing employees or job applicants at your company.
1. What data do you want to get?
There are two basic types of individual diagnostics – behavioural and personality. Personality assessments help in getting to know people better as personalities. Behavioural assessments are more detailed and show individual styles of work and behaviour at the workplace. Personal diagnostics may or may not be part of them.
You can also use assessments focused on specific skills or knowledge or various simulations able to predict the success of a particular person in a particular role. The most important thing is knowing what you really want – what data will be most beneficial to your business.
2. How much can you rely on the data obtained?
Before you decide on a particular tool, you should ask for validation studies to show to what extent predicted behaviour corresponds to actual behaviour. From the scientific point of view, only data measuring what it promises to measure and showing the same results that repeat in the long term can be considered reliable.
It is essential the measured data be able to predict the company goals you are interested in (such as impact on revenue, customer satisfaction, fluctuation, etc.).
3. How will you pay for the chosen solution?
As a rule, you can pay either for a subscription plan, per user or per assessment. Consider which model will be the best for you. If you are going to take re-assessments, a subscription plan will probably suit you most. For a smaller group of users, individual payments may be preferable.
4. How long will the assessment take?
It can be five or 90 minutes long. Consider how much time tested employees will have. Keep in mind, however, that a longer testing time does not necessarily mean more accurate and reliable data. That is why you must know in advance what results the solution can offer and how you can work with them later.
5. How will the data be collected?
The tests can be based on questions with either free or forced choice. Free choice means selecting only those answers every respondent considers relevant (e.g. using a point scale). In the case of forced choice, the tested person must always choose one of the offered answers. Free choice generally shows more objective results. Again, consider which question format will give you more useful and accurate data for your specific needs.
In the second part of the article, we will focus on presentation of the results of the assessments, available support, possible global use of individual solutions, team solutions, and related legal issues.
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