Psychometric Assessment Tools - choosing the right one to support your Talent Management strategy

 

 

 

 

 

There are a number of psychometric assessment tools, instruments and processes now available in the market place.  Psychometric instruments, both personality and ability tests, have a number of key uses but arguably their greatest value are as development tools.

A psychometric instrument allows psychological attributes to be measured in a standardised way. When used to support an individual’s development, the most common tests used tend to include a measure of personality and often a 360-degree feedback based on observable behaviours.

 

In order to be effective it is essential that users of particular tests are clear on what it is they wish assessed and what are their expected outcomes.

 

Personality 

There are three ways to consider assessing or measuring personality:

 

1. How a person sees themselves – self reporting

2. How others see a person – multi-rater

3. How a person is when compared to a validated assessment – predicative assessment

 

Personality reporting also comes in:

 

1. Personality states -  DiSC; PPI

2. Personality Type which measures preferences not traits - Myers-Briggs; Insights

3. Personality measures which include a number of constructs ( abilities, interests, based on reliability) – standardised and researched based – ASSESS; OPQ etc

 

When choosing a personality test consideration should be given to the test’s appropriateness for the work settings, the ability to be customised for in house use i.e. the language of the company and measuring the behaviours or characteristics that are most important within a company. 

 

Additional question areas to consider are:

• Is the test reliable i.e. consistent over time

• Is the test valid i.e. does it measure what it’s suppose to measure

• Is the test is easy to administer

• Is the test easy to score

• Is test interpretation consistent and end-user friendly

• Is the test’s delivery system compatible with the company’s needs (paper/pencil, on-screen, internet)

 

Another key element to consider is whether the reporting includes development suggestions – does it provide for progression and development. Finally, can the data and information be used easily for additional or other purposes i.e. Succession Planning; Talent Management.

 

Criteria for Choosing a Personality Test 

Personality assessments come in two different scales of measurement- Ipsative and Normative.

 

Ipsative versus Normative Personality Tests 

A key distinction between ipsative and normative personality tests is that the purpose of ipsative scales is to make comparisons within the individual, while normative scales allow comparisons to be made across individuals.

 

1. Ipsative Personality Tests. When using an ipsative assessment information is given about how the individual compares to himself or herself. For example, if your employee or candidate scores high on assertiveness using an ipsative measure, this can be interpreted as the individual being more assertive than, say, he or she is energetic. You would not know how this individual scored on assertiveness compared to other candidates or employees.

 

Types of ipsative measures include the DISC, Myers-Brigg’s Type Indicator (MBTI).

 

2. Normative Personality Tests. When using a normative personality assessment information is given about how the individual compares across individuals. This type of assessment allows people to be compared to particular groups, populations or jobs. Scores represent comparative strengths of a particular characteristic across test takers. For example, if your employee or candidate scores high on assertiveness using a normative measure, his or her assertiveness level could be compared across all candidates for a particular position or across all current employees being assessed for development. Using normative scoring would tell you that individual A is three times more assertive than individual B.

 

The 16PF is an example of a normative measure as is the ASSESS tool. ASSESS provides insight about an individual’s thinking, working and relating styles. Because ASSESS is a normative measure it is very useful in comparing across individuals for selection purposes as well as for individual development, for coaching and for identifying training needs. 

 

 

Which is best- Normative or Ipsative? 

In determining which measure to use, consideration needs to be given to the purpose in using the personality measure. If your purpose is around development or team building either an ipsative or normative measure may be used, depending on whether you want to compare individuals to each other or within themselves. However, if the purpose is for development, where an individual should be compared to others or a benchmark, normative measures are more appropriate.

 

Feedback 

Regardless of which type of test is used the quality of the feedback can strongly influence the experience of the individual. The feedback should always be clear with the coach giving a balance of positive and challenging aspects. Time should be given to allow assimilation of new information. Psychometric data should be brought to life by linking the result to the client’s organisational environment. The individual should be supported to use the information to set goals for development as an integral part of the experience.

 

 

Assessment Tools Comparison 

1. ASSESS as a multi dimensional measure. 

 

ASSESS is a good example of a normative measure. ASSESS contains a core of standard questions which measures the work-related personality and intellectual ability of individuals for managerial or professional level job performance. This information assists managers and HR professionals in two critical human resource functions: (1) Providing recruiting managers with constructive means for making effective decisions within the context of personnel selection, placement and promotion decisions, and (2) Assessing and providing objective feedback about the developmental needs of current employees. 

 

A comprehensive report is produced which gives graphic and narrative feedback and includes a full range of web based development resources. The candidate can see their own scores in comparison to those who have been asked to rate them (in the 360-degree assessment) or in comparison to the norm group or benchmark they are being measured against (personality assessment) e.g. senior managers.

 

In management and leadership development, ASSESS can provide a measurement for an individual against an agreed set of competencies. It provides a benchmark for both performance and for development. It provides an objective assessment from both a personality and a behavioural measurement position.

 

ASSESS can also be customised to “speak” the language of the company, proving a common language for a range of activities such as management and leadership development; talent management and succession planning; in essence the competencies can be designed using the common language of the company giving connectivity to a range of processes and initiatives.

 

It also provides a strong support to drive culture change and development within a company, particularly if the behaviours have been designed by the company to reflect not only the culture and language but also the desired behaviours for success aligned to the business strategy. The results are normative.

 

2. Measures of personality type  

A number of personality tests are available which categorise the individual into personality types. Defined by a specific set of behavioural tendencies, reflecting differences in attitude and orientation. Those commonly known are Success Insights Style Analysis, Myers Briggs (MBTI), and Belbin. These are ipsative scored tests and based on the DISC Behavioural system for measuring and presenting information about an individual’s behavioural preferences - the HOW of their behaviour.

 

Reports are produced for individuals and their managers identifying an individual’s behavioural style. The system also produces a graphical representation of the individual’s “natural” and “adapted” style.

The “natural” is the individual’s preferred style of behaviour, whereas the “adapted” is their response to their work environment - how they are adapting to meet the needs of their job. Comparison of their natural and adapted styles tells how much they are adapting to perform well in the job. A standard set of questions are used and the results are produced in a standard format.  The main use of INSIGHTS is for individual and team development. The constructs of the product cannot be changed nor can the language of the assessment. The results are ipsative. 

 

Some Key questions to ask when comparing ASSESS and tests measuring personality type.  

 

The context 

• Why is testing being considered and what are the key outcomes expected?

• Is testing part of a programme of events i.e. a leadership programme. What will the assessment add to the outcome of the programme?

• How can any assessment be administered e.g. web based.

• What is the available budget?

• What are the technical aspects of each test i.e. reliability & validity

• Is it ipsative or normative that is required?

• If normative, what is the norm group e.g. UK managers; sales teams; all managers in a specific company function.

• Can the descriptions within the test be customised to the language of the company?

• Does the system provide evaluation and analysis on a number of different characteristics and personality traits?

• Do the results give a clear guide in relation to areas for development or is this dependant on interpretation of the results?

• Are there learning resources within the final report thus reducing additional cost to the commissioning company?

• Will the test contribute beyond the primary purpose i.e. can the results provided during the candidate selection be used for successful candidate’s development?

 

Summary

By using a measure of personality type such as Insights or MBTI the candidate will gain good awareness of their preferred style and how they adapt at work and under pressure. It cannot be customised and does not include development resources and material.

 

ASSESS can be customised from the outset and have assessments related specifically to the competencies that are important to the company. ASSESS can provide one assessment for a range of solutions for all aspects of HR people process i.e. recruitment, development, performance management as well as the data being used to inform talent management and succession planning decisions. It gives the candidate a level of self awareness about their preferred style and into areas of strength and areas for development against a group comparison. ASSESS can incorporate cognitive ability measurement results and also feedback from others as a more objective voice for development. It is robust from a psychometric stance and adds value when the data is used to finely tune the development needs of the individual or group participating.

 

Written by 

Jan Bethune

 

 

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