-Helping Executives Make Better People Decisions Since 1980-
To Make A Difference In Our Clients' Businesses
Which candidate fits the job and my company best? Is the candidate smart enough for the job? Is there talent to grow? Does the candidate have enough "emotional intelligence" to work effectively as a manager? Which development direction looks best for my manager? Is she ready to promote? I have a problem person--can his behavior problem be solved?
For more than 50 years, psychologists have helped executives and managers look at the answer to these questions about their people. Some call it psychological assessment. Some call it psychological profiling. Some even call it "getting shrunk." No matter what you call it, personal style assessment helps you to know more about the people you want to hire, promote, coach, or counsel.
HOW ARE ASSESSMENTS USED IN BUSINESS TODAY?
Since every executive wants the best people possible, it should not be surprising that many companies use psychologists to assess people and teams. In 2015, Time Magazine and Harvard Business Review has found a large percentage of companies have adapted pre-hire testing as standard procedure. We are usually asked to do personal assessments and interviewing in the following situations:
Typically, a company first uses profiling to help hire or promote key people. They want to know if a candidate fits the organization and the position in question. Many companies establish a policy to have an outside professional see all final candidates for a position above a specific salary level or grade. Such a policy ensures quality control in the hiring and promotion process throughout the company. Having an objective and professional common denominator in the hiring process is valuable, because the variability of interview skill effectiveness across managers is enormous.
Reports are submitted to the senior HR manager or directly to the CEO to protect the confidentiality of the information. Feedback is available to all successful candidates as part of their initial development planning. Feedback is also available to the hiring manager to help with the "inboarding" of the new hire.
As managers become familiar with the value of assessment, the focus of the assessment report often changes from hiring or promotion to development and coaching. The information from the psychological profile is used to map and monitor a plan of action for a person's growth within the company.
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WHAT DOES A PERSONAL PROFILE ASSESS?
Most profile reports address the following topics:
In addition, for candidates, each position has unique needs and expectations. The personal profile report addresses those specific position requirements in the summary.
Reports for development purposes address the same general areas. In addition, the development reports recommend specific education and training experiences to guide the individual toward developing new competencies or preparing for new career opportunities.
WHAT IS NEEDED BEFORE AN ASSESSMENT IS CONDUCTED?
Personal assessments are most effective when the assessor has an opportunity to know the company, the incumbent managers, and the specifications of the position in question. This enables the professional to look at specific issues rather than general competencies. To help ensure that a pre-hire or pre-promotion psychological test addresses the key issues for your situation, it is helpful to tell the professional the following information before he or she begins the evaluation process:
For developmental profiles, the following information is helpful before the assessment begins:
HOW IS A PERSONAL ASSESSMENT CONDUCTED?
WHAT DOES AN ASSESSMENT COST?
You need to hire the right people, develop them effectively, and prepare them for their future and the future of your company. Personal style tests give you important insights about your people and the people you may hire. They help you make better decisions. From a purely financial view, if pre-hire tests and interviews can prevent you from making one bad hire, it probably saves you tens of thousands of dollars. (Remember--a bad hire costs you thousands of dollars in recruiting and hiring expenses, training, lost opportunity, salary and benefits, and termination costs!) From a development perspective, personal profiles focus your training and development dollars where they can be most effective. From an organizational perspective, there is no better growth strategy than using every tool available to hire and develop the best people. Ask Dr. Lakin to help you by providing personal assessment services for your business needs.
“The most important responsibility that I have as CEO is to hire competent people who can integrate into the culture of our company. Human beings are so complicated that no single test separates those who will be successful from those who won’t. Checking references helps, but it doesn’t totally explain how the candidate will perform under other circumstances. Interviewing is probably the most important task, but is very difficult. Having the candidate spend time with Dr. Lakin adds an important dimension that can easily be overlooked by the rest of us. Of the industrial psychologists with whom I have worked, I have the most satisfactory results from Dr. Lakin."
Robert Pritzker, founder, former CEO
Colson Associates, Chicago, IL
(Past President and founder, The Marmon Group)