Are You Using Multi-faceted Assessments?
Today I want to discuss an issue found in organizations using assessments – actually using assessments is a good thing. The fact is – most are doing some things wrong while only a few are getting it right.
The issue comes from using only One Assessment and believing it is an end all tool. Unfortunately, in most cases the users are creating more problems for themselves – unless the assessment being used is correctly used. An example of one assessment, which has multiple uses, yet, is not the end game solution for everything is the DISC assessment tool.
The DISC tool is a great report for understanding “How” a person delivers results using their behavioral style. It uncovers observable behavioral traits that are actually hard-wired in a person’s mind. Behavioral style is the primary method for communication and creates the most conflict issues.
Other assessment tools are available that uncover additional areas related to an individual’s ability to perform at higher levels. There are tools for understanding “Why” a person makes the choices (positive and negative) in their decisions and priorities. There are ones that provide understanding of the cognitive choices an individual “will” use in their interactions with the world and themselves – covering the Dimensions of People, Tasks and Systems. There are ways to understand if you have a truly high quality individual and will they bring a high character trait to the organization. And, there are tools – assessments – to uncover what a person has “Done” such as mastery or no mastery of selected competencies.
In other words, there are numerous valuable information sources available to provide objective information about a subjective element called people.
The key is to select the assessment or a battery of assessments fitting the SCOPE of the project and the expected Results.
DISC can be used as a part of the hiring process, but not “The Hiring Process.” It is a valuable information source for HOW a person behaves and the style they will use when interacting with others. Therefore, DISC is an excellent tool when used for communication style, selling style, and team dynamics. And, managers and leaders can benefit from understanding their team or direct reports behavioral styles.
Recently, a prospect shared they were using a single assessment tool for all their hiring. The interesting thing is this is a good tool being misused regarding the purpose of use. The company selected excellent, high quality individuals yet their had no idea if they truly matched the positions they were hiring people to fill.
The results of this type of hiring process created a situation where good people were placed into important positions – who did not match the position. And, the de-hiring process was very hard on the managers and HR people since they kept having to “let go” under performers.
The fact is this…
You can hire really good people who lack the traits necessary to match the traits necessary for the position to be successful.
This statement is the key to the entire issue. Assessments are great for the hiring process when you are using them correctly to obtain objective information and data regarding the natural strengths and weaknesses of a candidate. The second half of the correct process is to have a personal traits benchmark of the job. Then you can match the candidates to the job.
This matching of talent (candidates) to the Job will create the following results for You…
- Higher energy levels within the team
- Higher and constant productivity levels from individuals and teams
- High Retention Levels
- Lower Turnover and On-Boarding Expenses
- The creation of a High Performance Culture for your company or organization
There you have the benefits. Again, the Key is know the limits of the individual assessments and use multi-faceted assessment tools to improve the understanding of individuals natural strengths and weaknesses. This information can be “priceless” when used correctly. Used poorly and your results can be impacted along with the company’s culture and morale.
If you are unsure of what assessments you need or how to properly serve and protect your organization, call me to discuss “How to Effectively Use Assessments in Your Organization.”
Voss Graham
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Tags: assessments, Behavioral Styles, Hiring Process, identifying natural strengths and weaknesses, using assessment, using assessments correctly, Voss W Graham author
