There are times when you simply can’t afford to make a mistake…
…and hiring new people for your business is definitely one of those times. Putting the wrong person in the job can have expensive and time consuming consequences. How can you be sure that they are the right person for your needs before you hire them?
A review of selection techniques by Anderson & Shackleton in 1993 indicated the following popularity of selection practices, basing the analysis on the number of respondents to a survey who used each practice:
Other research, principally that of Mike Smith at UMIST, has looked at the accuracy of selection practices.
Based on the premise that the practices should be aimed at predicting actual job performance, his research looked at the correlation between predicted job performance based on each practice and the actual performance.
A perfect prediction would then score 1 and absolute chance score 0.
His research came up with the following results:
|Assessment Centres for promotion||.68|
|Assessment Centres for performance||.41|
Thus, the most valid techniques are not necessarily the most popular – take references for example. A low accuracy, yet a high popularity.
DISCUS, a web based personality behavioural analysis and assessment tool, will help you understand exactly what drives your people and can give you a valuable advantage in recruitment and management. The effectiveness of any personality profile depends on how easy it is to put to practical use and DISCUS can be used not only to enhance recruitment but also for employee development and motivation, career guidance, team building and a host of other applications. To provide you with some background, the modern DISC theory first appeared in the 1920’s, in William Moulton Marston’s book, The Emotions of Normal People. This was one of the first attempts to apply psychology to ordinary people, outside a purely clinical setting. Marston, who is probably best known today for his invention of the polygraph or ‘lie detector’, developed DISC to help demonstrate his ideas of human motivation. It’s simple twenty-four-item questionnaire was intended to help him quickly appraise different behavioural types for analysis and comparison. From these humble origins, DISC has grown to become one of the most widely-used assessment systems in the world and evaluates the four main personality traits that are Dominance, Influence, Steadiness and Compliance.
From a practical perspective DISCUS takes approximately 15 minutes to complete and is accessible on-line. The software then generates a detailed report for each candidate containing graphs, a trait summary highlighting strengths and weaknesses and a textual report. This report is sent to you and ‘interpreted’ by us, you are also sent an Individual feedback report that can be given directly to the candidate, if requested.
The information gathered from the psychometric testing allows us to tailor our interview questions and be a step ahead when recruiting. This provides an extra level of insight into how effectively an employee would likely perform, and what management style would fit. It has also become a useful tool in developing a line manager’s understanding of how to work towards obtaining an employee’s optimum performance, proving an effective developmental tool.
For more detailed information please contact Jeralie Pallot on 01534 626777.