Category: job suitability assessments

personality test job suitability assessment

Award-Winning Job Suitability Assessment Revolutionises Personality Testing

Personality testing is increasingly popular due to the importance of understanding how an employee or job candidate will behave. Since poor performance has been usually related to behavioural issues, measuring job behaviour is essential. However, most personality tests are very general, usually measuring only 5-10 personality factors which are used for every job. In contrast,…

assessment results related to purpose

Assessment Results… Are They Related to Your Purpose?

There are many types of assessments and each has its own purpose. A critical consideration in selecting an assessment is to use an assessment that fits your purpose. If you are attempting to hire, develop, promote, and retain talent, the assessments must produce reports that are related to the requirements of the job. Does the…

accurate employment decisions assessment

Consistent Scoring and Accurate Employment Decisions… Through an Assessment?

There are a lot of assessments available today. So how do you choose which one is right for you? Start with what you want to accomplish by giving the assessment. Skills assessments help answer the question, “Can the person do their specific job effectively?” Cognitive assessments evaluate a person’s mental ability and aptitude in relationship to a job. Does the person…

lying on job application job fit assessments

Tell the Truth – Ever Lie on a Job Application? (I bet you did)

Most people who fill out a job application don’t tell the truth. They may deliberately lie in order to not reveal something they think may disqualify them for the job, or they may not know the truth about themselves enough to even realise they are lying. A good comprehensive behavioural assessment needs to have an effective…

job suitability tell assessments leadership coaching Chesterfield

Suitability Tell

Most people who fill out a job application don’t come with billboard signs, banners or instructions. They are also not 100% sure of what they want in a job. So how can you tell if someone is suitable for a particular position? Suitability/behavioural factors are more difficult to assess because, unlike eligibility factors, there is…

job suitability assessments leadership coaching chesterfield

Measuring Suitability

For most jobs, suitability/behavioural factors are about 50% of the reason people succeed or fail at a job. Therefore, effectively measuring suitability is an essential part of a good assessment. The importance of assessing behaviour during recruitment is evidenced by the fact that most organisations hire people for their eligibility and then try to develop…

best practice job suitability leadership coaching chesterfield

8 Best Practices of Job Suitability Assessments

1. Hire for Job Specific Behaviours Research conducted by Harrison Assessments formulates different sets behavioural factors for more than 650 job types. Each job type also has different behavioural requirements depending on the required management level and experience level. Consequently, by uniquely calibrating management responsibility and experience levels, the Harrison system offers more than 6500…

job specific assessments leadership coaching chesterfield

Don’t Judge a Book (Job Candidate) by its Cover (Resume)

My momma told me to never judge a book by its cover and to never choose a mate solely based upon looks. If you want someone for show, pick the ones that look good. If you want a reliable, trustworthy person of integrity than you cannot choose based upon looks alone. Your employment decision works…

staff leaving company leadership coaching chesterfield

Turnover- The Ants are Fleeing the Colony

“Why is everybody leaving?” he said as he stomped into the office. “In the last four weeks we’ve lost two of our best middle managers and I just heard through the rumour mill we are going to lose two more!” Is this a familiar scene? People don’t leave jobs, they leave people. The costs of…

good hiring leadership coaching chesterfield

The Fourth CRUCIAL Step of Good Hiring

Can you learn enough about a person in one interview to make a thoroughly good decision to hire? Most firms go through a three step process to hire someone. Step 1- Gather Applications and sort to find five to ten good candidates. Step 2- Run background check and possibly basic skill test. Step 3- Interview…