As a company leader, you feel confident in your ability to hire and manage talent. After all, you’ve been interviewing candidates and delegating tasks for years, building solid, effective teams. Sure, you’ve had to endure a few inevitable hiccups. Statistically, some employees just don’t work out and some initiatives are bound to fail.
So, when you were approached about incorporating employee personality testing into your company’s talent management program, you scoffed. You’ve always been skeptical of those newfangled approaches to dealing with people.
But there are several reasons why you shouldn’t be. Using a personality test for employment decisions can really help you:
The hiring process often focuses on the more technical aspects of a job opening such as experience and know-how. While these are certainly important, it’s critical for your new hire to have the right innate traits for the position – and for meshing with the team. You can teach technical skills to the right candidate, but you can’t teach innate behaviors.
For example, a sales candidate may be able to articulate the correct steps to close a deal in an interview, but if they’re not assertive enough, goal-oriented, or motivated by competition, their actual performance will likely fall flat. In addition, if your organization has a laid back atmosphere, but your candidate thrives in a fast-paced, dynamic environment, they probably won’t be happy there. Knowing what makes a person really tick will allow you to hire the very best fit – and say ‘no thank you’ to those who aren’t.
It’s common sense -- delegating the right task to the right person is going to yield the best results. But unless you’ve managed someone for years, it can be tough to do this effectively. Knowing how an employee works best ahead of time will enable you to put them in a position to succeed right from the start.
For example, an employee with perfectionist tendencies is likely doomed to fail at a task that requires quick decision making with limited information. But, if you ask the same person to carefully research three options and prepare a detailed recommendation for the best one, you’ll probably be pleased with the results. Further, your best multitasker will love working on a variety of things at a brisk pace but would be bored stiff having to sift through a single data set all day. Leveraging this information will improve the efficiency and quality of your team’s output.
While encouraging improvement in areas of opportunity can help an employee grow, studies show that the best performance arises from capitalizing on strengths. These strengths are driven by a person’s natural disposition and are very much ingrained. As a leader, your employee development efforts should be focused on building upon these inherent capabilities.
For example, your assertive, decisive employee is poised to do well in a leadership development program. On the other hand, your cautious, methodical team member is likely better suited to take on increasingly important, behind-the-scenes tasks, rather than manage a group of employees. Having a clear view of each employee’s strengths will facilitate development that benefits both of them and the company as a whole.
Your team members contribute to the success of the organization, so you understandably want to acknowledge a job well done. However, not all people like to be recognized or rewarded in the same way. Understanding each employee’s personality will enable you to provide meaningful praise and feedback.
For example, your analytical employee probably isn’t interested in emotional public praise (and they may actually dislike it). Instead, offer your sincere thanks in a private setting. On the other hand, your more social team member would likely enjoy a shout-out at your next team meeting. Recognizing your people in their preferred way shows them respect – and increases the likelihood of continued positive performance.
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As you can see, employee personality testing is a tool to help you hire, manage, develop, and reward staff more effectively. It yields the insight that improves the employee-company relationship at every stage which leads to greater productivity, higher morale, and lower turnover. These positive outcomes will also improve the company’s bottom line, making the time and money investment of personality testing worthwhile.
If you’re intrigued about employee personality testing, Omnia can provide more detail into how it works and what it can do for your company. And, if you decide to give it a try, Omnia will administer their proven assessment to your job candidates or employees, distilling the results into actionable information you can use right away. Employee personality testing is your key to making the right hiring decisions, getting the most out of your employees, and building teams to help your organization thrive.
If there were a way to find the types of employees who'll become excellent leaders, would you do it? If you could quickly recognize the ideal team players who'll bring the right attitude to your workforce, would you consider using employee personality testing? When you leverage testing results during the hiring process, you have the opportunity to find the types of workers that easily fill the gap of an open position.
The cognitive assessment is a quick, timed test that can tell you a lot. It only takes about 15 minutes to complete but adds a strong decision point to your selection process. Managers instantly receive an easy-to-read, one-page report that can guide you on the following aptitudes:
For the candidate who undergoes the test, the aptitude screening reveals how well they're able to fit in with your organization based on job-related demands.
In contrast, a personality test for employment helps you gauge a candidate's motivations and workstyle preferences. Besides that, it assists you with understanding behavior-driven traits. This evaluation is another quick test that only takes the applicant about 10 minutes to complete.
This test reveals how your would-be employee is wired. What makes them tick? As a result, you can determine if they would be a good fit, not only for the job but also for the workplace culture that you've diligently cultivated.
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It's clear that the cognitive aptitude and personality tests complement one another, giving you another piece to the hiring puzzle. You would be hard-pressed to find a downside of applying their results to your hiring decisions. For starters, answers are almost instantaneous. They're also easy to read, which puts the hiring manager in an excellent position for negotiating an employment contract while the candidate is still available in person.
For the successful candidate, there's a deeper understanding of the traits that a company values. It can shape the individual's training, coaching, and development plans, which benefits everyone. Most importantly, the personality test helps you understand who's going to be working for you so you can manage them effectively day in and day out.
If you are working on the creation of a strengths-based culture, this insight is invaluable for effective recruitment. It can also result in better employee retention. Learn more about administering the right personality test for employment by connecting with the Omnia Group today.
Hiring any new employee is stressful, time-consuming, and, sometimes, exhausting. Regardless of the level of research that goes into finding a particular person, there are always many unknowns about their successes and shortcomings before they report to work on their first day. Every hiring manager or even the HR department has made hiring mistakes. Reducing hiring issues is the name of the game now. To further narrow down an applicant pool, consider exploring the world of employee personality testing. Get to know the basics of this tool so that the next hire will be a success.
Every person who joins a company is contributing to its success or failure. Some people are largely optimistic, whereas others work with a sense of skepticism each day. Personality tests give you insight into a person's inherent motivations and work preferences. These traits are essentially seen every day on the job.
These personality tests go deep; they don't reveal temporary feelings or emotions. Everyone has a bad day. The information that you need is the personality traits that will reflect on the company once the new hire steps aboard.
The personality traits that are explored in The Omnia Assessment include:
Being highly assertive means that an applicant can drive results through others; great for sales and leadership positions. Falling low in assertiveness (high in caution/helpfulness) is great for customer service.
The structure involves the level of organization, compliance, and attention to detail in a person's day. Some people focus on the big picture while others are meticulous with procedures and details.
Gregariousness is a measurement of a person's outgoing personality. Some people are more social than others, for example.
Pace refers to a person's tendency to work urgently or methodically.
Judgment focuses on a person's ability to think through the consequences of their actions and decisions.
Your job opening attracts a lot of potential hires. In fact, you might have more than one position to fill. A personality test for employment helps you narrow down those selections.
Consider a person who is cautious, detailed, and analytical on the test. These quiet individuals may not be right for the sales position, but your data-analysis department can use a focused person.
Finding the right match within your company saves time and effort for HR, the manager, and even the new hire. Your new employee will be much happier in a position that draws on his or her strengths rather than skills that don't match the personality.
Remember that a single test can't reveal everything about a person. It's a tool to use alongside other methods. Continue to interview individuals according to a consistent process, but use the tests to narrow down the applicant pool.
It's still a good idea to use your gut instinct with applicants as you get down to the last few people. Take a look at the tests, and observe the personality traits yourself. At the end of the day, it's you and the entire staff who must welcome the person into the corporate culture.
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Advertising, interviewing, and researching potential candidates for your company’s positions are expensive. It becomes an even larger expense when a new hire ends up being terminated during the probationary period. You're back to square one.
Is your current staff in a rut? Where is the motivation? Every company goes through its ups and downs. Finding the answers to these questions can be found through employee personality testing. Some of the insights that you gain may include details such as:
Once you reveal the needs and preferences of each of your employees, changes and improvements are easier to make than ever before.
An assessment test for employment reduces costs during the hiring process and beyond because you have a stronger chance of hiring right the first time. You'll select the perfect candidate for the position and for your culture.
There are a lot of tests out there; HR and hiring managers are often saturated with advertisements. Toss out the clutter that is abstract testing. Some personality assessments come with games and shapes to solve or arrange. But, they don't offer much information about the intrinsic motivators and work preferences of your potential new hires.
The Omnia Assessment is a simple, yet amazingly accurate, personality assessment tool to identify the workplace aptitudes of candidates and employees. It’s fast, just 10 minutes, and it’s easy, no confusing questions or irrelevant multiple choice scenarios. You get real-world advice on how to select and manage the best fit for your team.
Join The Omnia Group today to elevate your team and hiring processes.
What would happen if you introduced an employee cognitive assessment to your workforce? It might raise a few eyebrows. However, if you do it correctly, your workers might embrace it for pre-employment testing.
The candidates look great on paper. You’re trying to test their soft skills by hosting an initial group interview. It lets you narrow down the number of professionals who would be good candidates to fill the open position. With pre-employment testing, you succeed in further narrowing down the field.
You might do so by providing scenarios the ideal candidate would have to handle on the job.
Problem-solving skills. You’re hiring a customer service manager. The scenario involves the sudden influx of a large group of customers that require service. The professional is short-handed and has to assist not only multiple employees but also customers. How will the candidate handle this scenario?
Abstract thinking. The candidate receives a situation scenario that includes the concept of changing product descriptions. They have to apply the new information to the old data that employees and customers had access to all this time. How will the individual explain the changes so that the conversations result in sales or upsells?
Adaptability to changing situations. Being able to adapt is a big deal. Frequently, you don’t know what a candidate is made off until everything goes wrong. In this test scenario, the candidate learns that they are training a group of employees on a new process. However, the computer system crashes. Therefore, the candidate now has to find solutions to this problem while continuing with the training session.
Someone who applies to be a customer service manager needs different technical skills and education than someone who wants to work for you as a registered nurse. Each profession has its own set of hard skills. However, every position requires a certain level of cognitive aptitude. And, while that level varies by position, the ability to reason, solve problems and comprehend situations is valuable across the board.
These tests give you something to go on as you narrow down your candidate pool to make the best decision for your organization and department. They will help you separate excellent candidates with high problem-solving and reasoning skills from those without it.
The testing is a fantastic asset for companies of any size. However, it doesn’t guarantee that the highest-scoring individual is also the best choice for the job. Therefore, you can’t skimp on the other aspects of vetting candidates.
Cases in point are behavioral assessment tests, factoring in job experience, and going through a structured interview process. Only when you combine the results of these disciplines will you be able to have an accurate picture of the individual you’re thinking of adding to your workforce.
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So, why should you spend the money on an employee cognitive ability test? Can’t you just trust your hiring team’s best judgment? The answer is no. Because you need to avoid the revolving door of employee turnover, it’s essential to go through your candidate’s list with a fine-toothed comb. And your hiring managers will appreciate having objective tools to help them make the best final decision.
The cost you expend on attracting and interviewing qualified candidates is already high. Therefore, spend a little extra money on vetting the highest-qualified individuals to ensure that they’re not just a good fit but an excellent one. If you make the right choice here, you might find the candidate with a superb shot at taking advantage of the upward mobility your company offers.
Make a mistake, and you may have someone who’ll be stuck in a position they eventually come to resent. Most importantly, the new hire may leave quickly when it becomes evident that they’re not cut out for the job or moving up. An employee cognitive assessment can help prevent this problem from occurring in the first place.
Remember the old days when people could only interact with businesses over the phone or in-person and most mailings were stuffy form letters? After booting up Word Perfect for DOS, you would painstakingly type your message and then drive the floppy disk over to your neighborhood print shop. That was a lot of work!
Now, there are chat systems, texts, emails, blogs, websites, and an increasing array of social media platforms. In today’s global community, there are countless opportunities to reach out to your customers and prospects both near and far. With communication methods constantly evolving, it is easier than ever to engage with customers, build relationships, and stay visible. Being top of mind when it matters most is priceless.
All of these options help you respond to needs and make customer contact quicker and friendlier. You can be with them wherever they are and whenever they need you. You have more freedom to show customers your company’s personality and more availability to offer quick service, which can lead to customer loyalty, referrals, and repeat business. Unfortunately, most of these innovations have one major drawback: they make it easier to broadcast grammatical mistakes, typos, and other embarrassing mishaps that can be preserved for years for the public to see, comment on, and maybe even make memes of – you’ve now gone viral but not for the reason you wanted!
Most people expect and accept an occasional typo or grammatical error, especially in informal communications. However, if they are frequent or glaring, they can reflect poorly on your business and hurt your credibility. Anyone can make mistakes, punctuate something incorrectly, or use the wrong word if they hurry or try to do too much at once. Anyone can have a bad day. The real problems come when someone just doesn’t know the rules.
Maybe they think quotes are for emphasis and don’t realize they sound sarcastic:
We have the “best” customers!
Maybe they’re not quite sure how apostrophes work:
We have the best customer's!
They could find contractions or homophones a little challenging:
Your going to love are company!
These are the types of mistakes that can be repeated over and over in customer interactions. Some people may not notice or care, but some definitely will, and the errors could be a mark against your company.
It can be hard to tell if a potential new hire is comfortable with the rules of grammar. Yes, occasionally candidates will send in resumes and cover letters riddled with mistakes, and that’s a pretty dead giveaway. Most people are more careful at the start, though. They run spelling and grammar checks and have people proofread their work. These candidates understand the need to be careful with grammar but may not have the skills you want. But how do you know? That’s where Omnia comes in.
The new Omnia Grammar Assessment is a simple tool that evaluates an individual's knowledge of basic grammar concepts such as punctuation, spelling, and verb usage. It can help you identify potential problems from the start and shape your hiring decisions. Even if the job requires only minimal writing, the assessment results can help you establish a training or professional development plan for the employee. If the position involves a great deal of writing, you want someone who can consistently follow the rules when composing emails, reports, letters, whitepapers, blogs, or social media posts or providing online chat support.
If you’re thrilled about a candidate or want to promote an employee who doesn’t score high (their potential is there, and they’re otherwise impressive), you can use the results as a training opportunity. After all, grammar is just a bunch of rules, and rules can be learned. The Omnia Grammar Assessment is another tool to help you find and shape your most important assets - your employees.
If you’ve ever hired someone who seemed great for the job but whose performance could best be described as “underwhelming,” you may have found yourself wondering whether there’s some kind of test that would have helped you avoid this disappointing scenario.
In truth, work is getting more complicated every day. Even entry-level tasks require mental agility and critical thinking. How do you know whether your candidate has “the stuff” to do the job? You won’t be able to tell after a one-hour interview.
Enter the cognitive assessment tool. Yahoo!
Cognitive assessment tools measure General Mental Ability or GMA. GMA is an
indication of a prospective hire’s ability to reason, plan, problem-solve, think abstractly, comprehend complex ideas, and learn quickly from experience.
According to an article published in the Journal of Personality and Social Psychology, GMA was first introduced into the literature more than 100 years ago, but as the knowledge economy has grown the concept has become more and more popular.
Frank L. Schmidt and John Hunter, authors of the journal article, write: “GMA predicts both occupational level attained and performance within one’s chosen occupation and does so better than any other ability, trait, or disposition and better than job experience.”
That’s definitely something to think about.
But wait! Does this mean other kinds of testing, like behavioral assessments, are a waste of time? not at all.
A behavioral assessment reveals workplace personality tendencies, and personality tendencies are NOT the same thing as GMA, but they’re just as important. Together, cognitive ability and personality greatly influence role fit.
Consider this. An employee may have great GMA but a personality completely unsuited to the job.
On the flip side, an employee’s personality may suit the job, but his GMA … not so much. Think about a salesperson who’s garrulous and charming and draws others in effortlessly, but yet he can’t solve customers’ problems. He’ll get the business, but he’ll have a hard time keeping it.
Or, think about the bookkeeper with high GMA who finds solitude difficult to bear, or the likable manager who’s clearly in over his head when it comes to resolving employee relations issues, developing employees, or formulating departmental strategy.
Put another way, cognitive and behavioral assessments are complementary and in combination give employers a complete picture of a candidate’s suitability for a particular role within a specific organization.
I’m a fan of the adage that employers should “hire slowly and fire quickly.”
Hiring slowly means doing your due diligence and taking every reasonable precaution to ensure you’re hiring the right person for the job. Testing is a part of that.
It’s funny because many hiring managers adamantly believe similar work experience is the best predictor of job success, but the research indicates otherwise. The research results make sense, though, because we know that a difference in management, procedures, and culture all impact an employee’s ability to do a good job.
That’s why an astute hiring manager will take the time to uncover a prospective employee’s cognitive and behavioral traits. Traits predict how well someone will fair in a specific work environment. Prior job experience, while certainly relevant and important, is of limited use in this regard.
It’s Your Choice
Depending on your specific goals, you’ll have to decide whether behavioral or cognitive assessments add value to your hiring process. They work well separately, but they work well together, too.