Many companies use tests when making decisions, helping their employees develop, and putting together high performing teams. There is a large selection to choose from, so how do you make a choice here? Discover how you can find the test that best fits your intentions.
From small and medium-sized businesses to multinationals, many organizations use some tests (aptitude, suitability, behavior, and personality) to support leadership, development, and training, taking and making decisions about the people working for them.
The advantages of introducing workplace tests, whether it is the selection of new people or the development of development plans for individuals and teams, are mentioned:
- It offers an external and objective view of the person, not discolored by the perspective of individuals (such as a manager) or the organizational culture.
- It helps people to reflect on themselves and to learn by putting them in a different light.
- The personal information enables individuals to embark on their career development and to set goals for themselves about the performance of their duties.
- It enables an analysis of the ‘match’ between people and functions, so that appropriate skills and training needs can be identified.
- It helps in building productive and harmonious teams.
First of all, you must, of course, determine what you, or your organization, want to achieve with the introduction of tests. What kind of information or advice are you looking for which projects in the field of selection and personal development? How will line managers, HR, trainers, and consultants start using the information obtained, and for what purpose?
What is a psychometric test?
Many tests focus on a person’s personality. Aspects such as introvert / extrovert and orderly/disorderly can be measured and subsequently determined in relative terms. They are based on the answers that someone gives to a whole series of questions. Observations from others (360 * feedback) are not included, so you can say that the outcome comes as far as the person’s self-knowledge reaches.
An important question is whether the results of a psychometric test for career tell a lot about how someone performs their work. Is it essential to know that someone can be called an extrovert, or is it more important to find out how and what an individual employee contributes to a particular work situation?
What is a behavioral test?
A behavioral test examines the tendencies of people to show specific behavior and to interact with others in a certain way, instead of personality traits. Action is seen as more changeable than the personality since we can adapt our behavior to what is required of us in a particular situation or role.
Behavior is also perceptible. This means that it affects people around us – and is influenced by them. This makes the process of understanding and adapting our actions’ democratic ‘: where we will not soon ask each other to say something about our personality, we will comment on each other’s behavior.
Finally, behavior tests can provide constructive feedback that directly informs us how people behave in the workplace. The personality will not change quickly, so if we want to encourage people and teams to renew themselves and work together more effectively, we must focus on the area where changes can be made: our behavior.
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