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How Psychometric Assessments can help business

Hiring the right people and tapping into key talent is a skill businesses need to master. Elizabeth Howells from PeopleCentric, talks about mastering the art of hiring, training, performance and nurturing key talent.

Video transcript below:

Reporter:  In today’s climate it’s important for employers to hire the right people.  Elizabeth Howells from People Centric talks about how psychometric testing can help them achieve it.  

Elizabeth Howells, Director, People Centric 
Elizabeth Howells:
 Hiring the right people is crucial and often what we see is not actually what we get.  Psychometric assessment can help uncover those unknowns.  So a person’s attitudes, their motivations and their potential, the higher the predictive validity of the assessment that you use, the more confidence you can have that it’s actually uncovering something meaningful and the better informed your decision making process is likely to be.

Reporter:  Once you have the right people in place, it’s important to identify the training and development requirements they need.

Elizabeth Howells:  Training and Development is important not just for new hires, but across the organisation, for individuals and teams in the organisation to achieve goals.  Training needs analysis, it can be as simple as a methodology such as Colt 45.  So if I were to hold up hypothetical gun to a person’s head and ask if they could perform a task, if they couldn’t it’s likely he has a need for training.  You do need to then consider though whether fulfilling that need or providing that training is also going to help achieve the organisation’s objective.  To get true value out of training initiatives you need to align people with strategy for now as well as the future.  

Reporter:  Identifying high potential is crucial within an organisation, but does high potential equal a high performer?

Elizabeth Howells:  High potential employees are those that are likely to show signs of promotability.  That high potential doesn’t necessarily translate to high performance though unless you  have the ammo.  So right there it’s the ability, so you are likely to resist this during selection, the motivation from both the leadership and the individual in terms of their preferences and attitudes and the opportunity, so clarifying expectations that you have.  High potentials need to be formally recognised to foster engagement and commitment to your organisation.  They also need to be nurtured to turn that potential into high performance.  

Reporter:  Performance reviews have traditionally been a mechanism to measure role performance.  But is this the most effective way?

Elizabeth Howells:  Performance reviews can help to really clarify the standards and expectations of a role.  However we have found that a visible performance dashboard and ongoing feedback is more effective at driving performance than a static or annual policy.
Reporter:  Talented people can be the competitive advantage in a business, but only if they are developed and coached in a way that will help them utilise these talents.

Elizabeth Howells:  There are some essential steps  organisations can take develop their key talent.  Firstly providing clarity.  So really understanding what you are trying to achieve, what you are looking for, what you want and what you already have within the organisation.  Secondly would be to assess .  So psychometric assessment, systems analysis and performance feedback uncovering those unknowns and then once you have that, you are able to identify and guess which then could lead to training and developmental coaching.  What’s likely to be the best mix is a combination of strategy, people and measurement.  It’s really about future proofing an organisation, not just looking at what do we need now, but what do we need in 6, 12, 18 months to really drive performance and put the company in a solid, strong strategic place.
 
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