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Mistakes in recruitment, promotion or even selection for redundancy are a real cost to your business. Putting the wrong person in a senior job is an expensive enough error for the payroll. To make matters worse it can severely disrupt the whole organisation, having a negative impact throughout the business.

You might have the right candidate in front of you, but an interview only ever gives a partial view. You need a more objective method to inform your decision-making.

Strength in numbers

All other branches of your organisation, from business development to logistics, rely on data for their decision-making – and for their credibility when reporting to the executive level. Gone are the days when big corporations would ‘suck it and see’.

No executive board would buy into a marketing plan that wasn’t costed and supported by reliable projections for product development, advertising spend and likely sales expectations. The proliferation of precise data on target audiences has massively enhanced the marketing team’s standing, in a business landscape that’s increasingly constructed with numbers.

Investors and markets alike are demanding an ever-clearer picture of the costs and risks, the up and downsides of every decision, and there’s no escaping this trend in personnel departments. The biggest current challenge is to gather and apply reliable data to leverage ‘people economics’ in a quantifiable way. HR departments increasingly need to produce robust metrics to support their strategies and objectives.

This is where psychological assessments come in, informing robust decisions throughout an employee's life-cycle, from recruitment through development and promotion, and ultimately, in some case, to departure.

Psychological tests measure up to the challenge

Psychological profiles use standardised procedures to measure differences in individual characteristics such as intelligence and personality.  The result is a precise evaluation of the relative strengths of prospective and current employees – enabling fair and objective predictions of their potential to succeed in specific roles.

Psychological testing typically falls into two principal categories: First off, 'ability' – this covers anything where there is a right answer; second, 'personality' – here, there are no right answers as such, but plenty of invaluable insight that can help and inform your own judgement.

Psychological assessments can provide reliable information on:

  • Intellectual functioning and capacity
  • Personality and vocational interests
  • Managerial aptitude, decision-making and numerical ability
  • Leadership and communication
  • Developmental needs.

Used in combination with interviews, academic achievement and reference checks, psychological assessments help predict future performance. They reduce the risk of an expensive mistake – you identify that troublesome reluctance to delegate before you send some promising middle manager up to a corner office on the top floor, only to see them wreak havoc.

The right test for the task

At Collinson Grant, we’ve used psychological tests to support the selection and development of senior managers and directors in many service and manufacturing businesses, giving our clients increased confidence in their final recommendations to appoint and promote.

Our team of Chartered Psychologists adopt a bespoke approach, tailoring tests to specific individual requirements. Predicting how an individual will perform a task involves analysing key traits like risk-aversion, ability to solve problems, skills in communication and managerial aptitude. Our methods range from situational judgement interviews to standardised psychological questionnaires and bespoke assessments.

One universal aspect is the provision of immediate oral feedback on how the individual candidate performed. We follow this up with a comprehensive psychological profile based on their test performance. The profile covers the candidate’s background, educational attainment and work experience with recommendations on their suitability for the post in question and additional comments on personal development and training needs.

Psychological tests should be a key component of any management development programme, measuring managerial potential and informing staff selection during a restructure. They allow HR professionals to form an objective view of the management potential of individuals, pinpoint skills shortages and formulate detailed recruitment strategies rooted in fact.

HR needs to hold its own in an increasingly data-driven boardroom culture.  And your organisation needs to beat rival employers to the right talent. Psychological profiles could give your organisation a vital edge.

To see a practical example of our work see our case study

Collinson Grant has been working with senior HR managers for more than thirty years in many different sectors.  We help them to improve the efficiency and effectiveness of all their activities and to reinforce the position of HR services throughout the organisation.