Depending on the search engine you use you can find nearly a million websites that will provide you with a plethora of information about personality assessment or psychometric testing instruments. You will find everything from opinion blogs like mine with links to professional and scientifically based personality assessment instruments to pop internet psychology websites that promote unsubstantiated and unproductive, albeit entertaining tools, that have no real application in the real world of business where they “are shooting real bullets” so to speak.
In fact, there are so many different assessment instruments on the market that cater to every possible application, you can only begin to imagine how difficult it must be for business owners, executives, and HR managers with a genuine need, to make a decision about what personality assessment instrument to use.
A full 80% of the sales conversations I have with prospective clients require me to overcome objections, not about my qualifications, the terms of our service, or the price of our product, but rather whether or not our personality assessment instrument reflects in anyway the last one they used! In my opinion this is a reflection of what I call “pop internet psychology” clouding the minds of my prospective clients.
· How can you identify the genuine article in a sea of counterfeit?
· Why should you care?
The reality is that professional personality assessment instruments are without a doubt one of the greatest under-utilized tools in the modern world of business and yet they present the highest rate of ROI dollar for dollar, comparatively speaking, to any other business strategy available. Let’s face it, without the right people, in the right place, at the right time, doing the right things; your business is just an idea that might work if only you could find the people.
If you are a business owner, executive, or a HR manager you should care about finding a professionally facilitated personality assessment program for one simple reason:
If your competitor beats you to the punch, so to speak, you will not only experience the great immeasurable loss of future potential disappearing, you will also experience the very measurable occurrence of progressively decreasing revenue over time.
Choosing a psychometric testing instrument is not that difficult if you follow a few simple rules.
1. The instrument must have the scientific documentation available to validate its methodology. If there is hesitation from the facilitator to provide this documentation then you have to question how scientific the instrument really is.
2. The instrument must be very easy for the business owner, executive, or HR manager to use. If the instrument only provides pages and pages of documentation you have to question whether you will actually use the information actively in your ongoing HR initiatives.
3. The facilitators must provide expert interpretation every time the instrument is used. This is where the pros leave everyone else behind. The reality is that the learning curve is so steep most facilitators shy away from having consultants provide expert interpretation because it is more cost effective to build an interactive online product that spews out page after page of information than it is to actually work with each individual client on a case by case basis.
The old adage “BUYER BEWARE” is so applicable when considering personality assessment instruments. That being said you can’t afford to ignore what can be accomplished when you employ a personality assessment program in your business.
FYI – The second most common hurdle I experience after overcoming a prospective clients previously bad experience with a competitive assessment instrument is failure on the part of the business owner, executive, or HR manager to implement the necessary changes. It is ironic that they gain a deeper insight into what motivates their people, what is required to achieve levels of high performance as an organization, and yet they choose not to change their own behaviour ultimately ham-stringing the entire process.
Until next time good health, good business, and good day!
| Article Tags :: Business | employee testing | executive | hr manager | owner | personality assessment | psychology | psychometric testing | |
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