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The psychological test generally does not have a good name. Applicants often see the test hanging over their procedure as a dark cloud. Incumbent employees also experience an assessment as a threat rather than an opportunity. Employers hope to gain certainty with it, but too often they still receive a mysterious, illegible report accompanied by a substantial invoice.
Very unfortunate, we think at Pluvo. This is because this can be done differently. Want to experience an assessment as a gift? Really, it's possible!
Before we enthusiastically tell you when an assessment is a good idea, let's make a big “mit” to it. The assessment must meet the real need, provide the most objective picture possible and the results must be clearly legible to everyone involved.
If you only want to use the assessment to confirm your doubts, or to work someone out, save yourself and the other person the trouble.
Be transparent and stick to the old but still applicable rule: when in doubt, do not overtake. Not even if an assessment might say otherwise.
Fortunately, setting up and deploying a good assessment is a lot easier than before.
You can set it up mostly online, supplementing a basic module tailored to your organisation with tests that focus on the specific position and person. You can also use various forms online, which makes the spectrum to be tested even wider.
You can also opt for hybrid testing, which alternates online with a face-to-face conversation.
If you want the content and results of the test to optimally meet the needs, zoom in closely with other colleagues on certain situations from daily practice before compiling the questions.
Also take stock of the personalities present in the team.
Do you want more of the same to perpetuate the situation, or just a breath of fresh air that brings changes?
With thorough preliminary work, you know exactly what someone needs to have in order to be really comfortable in the position and to further develop. Also, hire a psychologist who fits your organisation, is used to conducting clear studies and writing understandable reports.
Only then can you be sure that both the organisation and the candidate actually benefit from the assessment.
Indeed, this is the most common reason to let someone do an assessment. Very understandable, too, because combining one or two cups of coffee with a first impression is quite a meager basis for starting a career.
A good assessment goes many layers deeper, and that is certainly not an unnecessary luxury at the moment. Now that we have to work smarter, more strategically and often remotely, a good match between vacancy and applicant is extra important.
An assessment tests the candidate's skills and personality much more extensively than any job interview.
The selection assessment certainly does not only benefit the employer; it really cuts both ways. In the long run, a job that doesn't actually suit them makes anyone happy.
Always walking on your toes or having to underperform is a recipe for absenteeism, burn out or bore-out.
Prevention is clearly better than cure for all parties!
A good development assessment brings someone's talents and competences into a clear picture. This takes a broader look at what the current position requires and whether the employee fits in.
With the help of all kinds of tests, questionnaires and conversations, it becomes increasingly clear where someone can grow towards in the short and longer term.
Such a view of the future is a lot more accurate than the average crystal ball!
A development assessment is very useful for an employer: after all, you know much better what potential you have, and that gives you good tools for talent management within your organisation.
But it is also nice for an employee to discover where their personal talents lie, how they can best be developed and which ambitions can be achieved (and which not).
You make more conscious choices about whether or not to take up new challenges or make an exit on the career path.
Once you know your learning needs and development opportunities, writing a personal development plan or training program becomes a piece of cake. And en passant you have also received tips for avoiding personal pitfalls.
Handy at work and at home!
Every person develops over the years. Luckily.
But that also means that that dazzling psychological test from about ten years ago may now be obsolete.
You've probably entered a different phase of life, gained tons of experience and are now living in a different society.
In addition, functions also develop over the years.
So it could just be that the function that once fit like a lovely old coat is now going to squeeze a bit.
But what talents have you built up so far, what makes you happy and which positions could suit this?
A career assessment can give more hands and feet to the next step in a career.
Sometimes these types of assessments are forced to be applied, for example if a position is canceled due to a reorganisation, or someone has to make a career change due to disability.
A career assessment looks at alternatives that may suit someone's personality. In addition, it is important to investigate personal talents and motives: these are essential for extra happiness at work.
Because a good job is so much more than just a way to make money. It should also make you happy!
Pluvo is an expert when it comes to sharing information online and setting up research. So we have a lot of tips on how to build a good and attractive online assessment.
If you'd like to have a chat with us about this, please feel free to contact us!
As an educational expert specialising in online learning, I have been writing blogs for Pluvo for 5 years. My focus is on powerful learning solutions for organisations. Universal Design for Learning and inclusive learning are my passion; I believe that education should be accessible and fun for everyone.
I've been combining my 35 years of HR experience with copywriting for over 15 years. And even then, I learn new things over and over again. That's what makes writing blogs for Pluvo so incredibly interesting!
