News and Articles
The value of using Assessment Tools in the Recruitment Process
30th July 2006
Throughout the recruitment process we are aiming to find out as much as possible about potential candidates. Typically we do this through interviews and reference checks, and where relevant, standard ability tests such as typing, word and excel tests. However a candidates personality style and fit within the organisation and team structure, is just as important as their ability to do the job.
Many organisations realising the high cost and impact of a bad recruitment decision are using personality profiles and more specific ability tests as part of their recruitment process.
The types of occupational tests available have certainly evolved over the years and a significant amount of research in this area has resulted in producing some very effective behavioural and ability profiles.
One such profile is the OPQ (occupational personality questionnaire) which is an objective work orientated questionnaire that assesses an individuals behavioural and personality style within the work environment and their preferred role within teams.
Rather than categorising into personality types, this profile provides a detailed report describing the individuals thinking style, their relationship style, their level of confidence and assertiveness skills as well as identifying types of situations that the individual finds stressful, motivating and challenging. The questions used in the OPQ questionnaire are relevant to work situations and candidates are asked to rate behaviours that they feel are most and least like them.
The OPQ is a valuable tool to use when recruiting for management positions and positions requiring significant team involvement. It can also be used for professional development, determining KPIs and career planning.
In addition to personality profiles a range of ability tests are available which span beyond the generic office based skills assessments. Assessments are available to evaluate an individuals numerical and verbal interpretation skill, which is highly relevant for finance and management roles and any position requiring communication and analysis of numerical and written communication. Spatial and visual recognition tests have been designed for those in design and manufacturing environments, and a number of tests are available to assess managerial decision making and interpretation.
Selecting the right talent is a key element to any organisations success and including these types of tests as part of the recruitment process helps provide a valid prediction of job success and satisfaction for potential candidates.
Prepared by Liz Plank