Psychometrics
Ok - here goes.
A simple question: Think of someone who is excellent at their job. What is it that makes them excellent?
Before you read any further, take time to answer the question. Write down a few things that differentiates someone as being excellent rather than good or average. It can be anyone you have worked with past or present or someone you know in a work context, like a client or supplier. It can even be yourself.
Take a minute...
All done?
Now separate items on the list into one of two categories;
Technical Skills / Knowledge Based
Versus
Behavioural / Personality Traits.
Here is my mind reading prediction of your result;
Approximately 75% (or more?) of your answers are behaviour / personality traits.
Was I right?
If so, I am no Derren Brown...
I have asked this question hundreds of times in different industries, companies, cultures, teams and for occupations in the UK / Internationally and the result is the same. Typically, 60 - 90% behavioural.
So what?
I guess the simple point to really think about; Every time I ask this question, people ALWAYS list more behavioural traits than knowledge-based ones.
So, if behaviour can make such a significant difference...is it really valued as much as technical skills are?
I am not dismissing skills or knowledge as these can be critical in a role. I just hope this question and outcome emphasize how important behaviour is in the workplace; What makes someone excellent at their role? Mainly behaviour...
Next question. How does your company hire people? Is it based on their technical skills / knowledge or on their behaviour / personality?
My next mind reading prediction is 80%+ of you will say technical skills...
Final, prediction free, question; Next time your company recruits, if you do not use a behavioural profile / psychometric to assess candidates, why not?
Assessing the behaviour of candidates can significantly improve recruitment and selection outcome.
Don't believe me?
According to research undertaken by Newcastle University, using a behavioural profile to support candidate selection can double your chance of selecting a candidate that is deemed to be a "strong" fit to the role compared to interviewing alone.
Behavioural profiles, such as Belbin Team Roles, can cost less than £50 per person.
Doubling your chance of recruitment success for under £50.00?
Interesting?
For a no obligation chat to find out how Belbin or other assessments can help you recruit more effectively email hello@whitecubeconsulting.com.
I know you want to...I can read your mind...
It can make a significant difference. Research by Newcastle University found that using a behavioural profile to support candidate selection can double the chance of selecting a candidate deemed a "strong" fit for the role, compared with interviewing alone.
Tests, such as cognitive ability or aptitude tests, have right and wrong answers and measure maximum performance. Assessments, such as personality questionnaires or behavioural preference tools like DiSC and Belbin Team Roles, have no right or wrong answers and measure typical personality or behavioural style, revealing how an individual tends to think, feel or behave. Different types of relevant assessment should be used as appropriate depending on different purposes. They should always be delivered, interpreted and communicated by a someone who is professionally qualified i.e. EFPA Level 1 and 2.
The quality of the evidence base can vary between different psychometric tools. Well-established tools including DiSC, Belbin Team Roles and many personality and ability assessments have substantial peer-reviewed research supporting their reliability and validity when used appropriately. We always recommend using tools with robust validation evidence and ensuring that anyone administering or interpreting them has the appropriate training and accreditation.