Personnel Selection & Assessments
The strength of your business lies largely in a competent and skilled workforce. Unskilled and incompetent placement of personnel will lead to serious financial losses, high personnel turnover, a high percentage of absenteeism and, most probably, a LOW morale level. Various types of aptitudes/intelligence exist and they should be effectively paired with every position.
To ensure effective selection of employees, various assessment instruments (most psychometric and competency-based in nature) should be used to assess the required skills. Psychometric assessments are usually divided into four groups namely:
Aptitude assessments (which for example measures)
- Mechanical aptitude
- Numerical Aptitude
- Mental alertness
- Two- and three-dimensional reasoning
- Memory (short and long term)
- Fine motor skills
- Reading comprehension
- Analytical ability
- Reaction speed
- Two hand coordination
- Verbal communication skills
- Problem-solving skills
Interest questionnaires have been scientifically developed to determine an individual’s field of interest. In order to ensure the best position/ person fit, it is of significant importance that such a fit exist. Various questionnaires are utilized, and your consultant will be able to advise you on the most appropriate one.
There are various and well-researched personality questionnaires on the market. As with complying with the inherent requirements of a job/position, as well have an appropriate interest in the position at hand, it is furthermore equally important, that an individual fit the “personality” of the job, which can be assessed by making use of various available questionnaires.
These questionnaires are mostly difficult to interpret and are only allowed to be taken down and interpreted by registered psychologists. As with the Interest questionnaires, your consultant will be most suitable for assisting you in choosing the most appropriate questionnaire.
It is unfortunate that many companies employ employees mainly by making use of interviews. Research has shown that interviews alone are by far the poorest and most ineffective method of selection of personnel.
Should the interview follow the applicable selection and used in conjunction with the results of various tests and questionnaires, selection success is increased significantly.
It is, therefore, critical key factor to success in business to perform thorough selection processes to ensure the right person takes up the right position to do the right job.