The value Psychometric Testing brings to the recruitment and selection process is widely accepted – that all important objectivity and reduced bias. But its capability is effective in accelerating workplace effectiveness and improving employee experience right across the employee lifecycle.

All that valuable data you gather through the recruitment process has uses far beyond the signing of the employment contract.

Onboarding

Employee engagement and retention starts here. Using psychometric data to tailor the employee’s onboarding process feels more personal and can be tailored for them to set themselves up for success.

In the current market, where talent is being drawn from all corners, your new employee may be from outside your sector or industry. They may not be familiar with the culture or have all the experience required. Tailoring onboarding to minimise these gaps makes good sense.

Starting a new role

Your employee may have been with you for years. You know what makes them tick. Right? Wrong. A new role, a new team and new responsibilities bring about a new set of required skills and challenges.

What enabled the employee to be successful in their old role may not be appropriate in their new role. Using a psychometric assessment at this time may be extremely valuable to refresh both the individual’s and manager’s insights to maximise the employee’s chance of success.

Performance and development

How does the employee like to be coached? Given feedback? What are their strengths and development areas? How do they learn? How best to manage their expectations?

Psychometric assessments offer insights into cognitive ability, skills, personality, motivation and values and peripheral factors that influence successful coaching, such as an employee’s level of openness, conscientiousness and motivation.

Davidson is your trusted expert on designing a strategy for the best use of psychometric assessments for your organisation.

Interested in improving your ROI?