Efficient Human Resources form the core of every organization and building a unified company culture requires the right people in the right jobs. Globally, organizations are relying on the cost-effective, scientific information generated through unbiased psychometric testing for better people-management decisions. Accurate judgments regarding recruitment, promotions, training and appraisals of personnel are vital in achieving profitability for sustained growth of the organization.
Selecting the right candidate for the right job is one of the most difficult steps in the selection procedure. It is important to select the right candidate for the right job rather than hiring a candidate and creating the right job after hiring.
Closure of the existing gap between job expectations and job performance by ensuring people perform jobs appropriate to their profile is vital to optimal utilization of human resource. Placing the right people in the right jobs ensures higher employee satisfaction and maximizes performance.
Selecting the right person for the right job is made easy by the use of Psychometric tests as they provide a ready Strength, Weakness, Opportunity and Threat analysis of the individual highlighting his/her potentials and competencies.
Thus, the key to effective human resource management is retention of existing employees and reduction of attrition. Existing employees are aware and well versed with the organizations culture, procedures, norms, systems, values etc. Scientifically designed psychometric assessments throw light on strengths of individuals, what motivates them, their behaviour patterns and the like. This valuable information helps retain and regain employee satisfaction and increases their interest levels thereby increasing commitment.
For more insight into using psychometrics as a Human Resource Enhancing tool feel free to call me at 99019 83544 or mail me at
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From India, Coimbatore
733Selecting the right candidate for the right job is one of the most difficult steps in the selection procedure. It is important to select the right candidate for the right job rather than hiring a candidate and creating the right job after hiring.
Closure of the existing gap between job expectations and job performance by ensuring people perform jobs appropriate to their profile is vital to optimal utilization of human resource. Placing the right people in the right jobs ensures higher employee satisfaction and maximizes performance.
Selecting the right person for the right job is made easy by the use of Psychometric tests as they provide a ready Strength, Weakness, Opportunity and Threat analysis of the individual highlighting his/her potentials and competencies.
Thus, the key to effective human resource management is retention of existing employees and reduction of attrition. Existing employees are aware and well versed with the organizations culture, procedures, norms, systems, values etc. Scientifically designed psychometric assessments throw light on strengths of individuals, what motivates them, their behaviour patterns and the like. This valuable information helps retain and regain employee satisfaction and increases their interest levels thereby increasing commitment.
For more insight into using psychometrics as a Human Resource Enhancing tool feel free to call me at 99019 83544 or mail me at
From India, Coimbatore
Hello,
This is absolutely perfect. In fact there are three aspects. Understanding the right profile for the right candidate. Equipping them with goals and path to achieve goals, growth plan, vision and mission and a strong HR and attrition would become non existent. The companies where I do these exercises are reaping the fruits.
Regards,
Salma Prabhu
This is absolutely perfect. In fact there are three aspects. Understanding the right profile for the right candidate. Equipping them with goals and path to achieve goals, growth plan, vision and mission and a strong HR and attrition would become non existent. The companies where I do these exercises are reaping the fruits.
Regards,
Salma Prabhu
While one cannot agree more with you, when I come across sites like www.careershifters.org where 15 career coaches have come together for dealing with the problem of right person for the right job or job dissatisfaction, one really wonders why this happens despite the psychometric tests and other comprhehsensive recruitment systems.
Though this is a UK centric site, I know many such US sites as well.
From India, New Delhi
Though this is a UK centric site, I know many such US sites as well.
From India, New Delhi
Hello Hiren50:
>... when I come across sites... where 15 career coaches have come together for dealing with the problem of right person for the right job or job dissatisfaction, one really wonders why this happens despite the psychometric tests and other comprehensive recruitment systems.<
Many employers don't use assessments.
Some employers use the wrong assessments.
Some employers use inappropriate assessments.
Employers that use a well-designed whole person assessment do in fact hire the right people for the right job consistently. However, it does require more recruiting effort since they need to find about 3 to 5 qualified to be hired job applicants for each position to be filled.
Bob Gately
From United States, Chelsea
>... when I come across sites... where 15 career coaches have come together for dealing with the problem of right person for the right job or job dissatisfaction, one really wonders why this happens despite the psychometric tests and other comprehensive recruitment systems.<
Many employers don't use assessments.
Some employers use the wrong assessments.
Some employers use inappropriate assessments.
Employers that use a well-designed whole person assessment do in fact hire the right people for the right job consistently. However, it does require more recruiting effort since they need to find about 3 to 5 qualified to be hired job applicants for each position to be filled.
Bob Gately
From United States, Chelsea
Bob, can I ask you something? When one tends to go deep into this problem of right person for the right job or even attrition, it is often found lack of deep interest. I know there are many tools for aptitude and personality tests but apart from interest inventory test, do you know of any other test that probes the heart ?
From India, New Delhi
From India, New Delhi
Hello Hiren50:
>Bob, can I ask you something?<
Yes, of course.
>When one tends to go deep into this problem of right person for the right job or even attrition, it is often found lack of deep interest.<
Yes, we find the same thing.
>I know there are many tools for aptitude and personality tests but apart from interest inventory test, do you know of any other test that probes the heart?<
Employers ought not probe the heart--that should be done by the steady hands of a surgeon. :-)
The assessment we use has 20 scales, see below, and Section 3 - Occupational Interests does what you want.
Bob Gately
From United States, Chelsea
>Bob, can I ask you something?<
Yes, of course.
>When one tends to go deep into this problem of right person for the right job or even attrition, it is often found lack of deep interest.<
Yes, we find the same thing.
>I know there are many tools for aptitude and personality tests but apart from interest inventory test, do you know of any other test that probes the heart?<
Employers ought not probe the heart--that should be done by the steady hands of a surgeon. :-)
The assessment we use has 20 scales, see below, and Section 3 - Occupational Interests does what you want.
Bob Gately
From United States, Chelsea
Thanks a million, Bob. What I really meant was that despite these tests there sites like www.careerspice.com where they have listed everthing in the order of passion, strengths and then skills. Many American consultants talk of deep interest in terms of heart and soul and at www.careershifters.org, they have actually used the term shiftsurgery. . One can't help wondering whether the 6 scale occupstional interest that you have listed are adequate.
Many American individual conusltants/coaches that I have come across talk of lateral career transition. I spoke to the Gallup corporation-they said that they identify strengths and then redeploy the people within the organization. What if people want a drastic change? Is there no insititution (against individual) who does lateral careershifts? This may sound somewhat silly but whichever major insitutional consultant I have spoken to give the reply that they focus on companies and not individuals. Morgan and Banks of Australia used to do a very good job of lateral transition before it was taken over by monster.com. In India, the monster authorities do not even talk of this though they have a different website for the US.
Basically, careershfiters is also a collection of individual coaches. Which institution is doing Lateral transition if it is.?
Thanks again to you and Mr Peer Mohammad for initiating this thread.
From India, New Delhi
Many American individual conusltants/coaches that I have come across talk of lateral career transition. I spoke to the Gallup corporation-they said that they identify strengths and then redeploy the people within the organization. What if people want a drastic change? Is there no insititution (against individual) who does lateral careershifts? This may sound somewhat silly but whichever major insitutional consultant I have spoken to give the reply that they focus on companies and not individuals. Morgan and Banks of Australia used to do a very good job of lateral transition before it was taken over by monster.com. In India, the monster authorities do not even talk of this though they have a different website for the US.
Basically, careershfiters is also a collection of individual coaches. Which institution is doing Lateral transition if it is.?
Thanks again to you and Mr Peer Mohammad for initiating this thread.
From India, New Delhi
Hello Hiren50:
>Thanks a million, Bob.<
You're welcome and it is my pleasure.
>What I really meant was that despite these tests there sites like www.careerspice.com where they have listed everything in the order of passion, strengths and then skills.<
Where is talent? Our approach is to identify the qualified to be hired job applicants who also have an adequate or better talent for the job.
>Many American consultants talk of deep interest in terms of heart and soul<
If they don't know how to hire for talent or how to find a career that matches their talent we should not be surprised that they speak of heart and soul since neither is seeable nor measurable. We measure the talent demand by a job and we measure the talent of job applicants so it is easy to match one to the the other.
>and at www.careershifters.org, they have actually used the term shiftsurgery. One can't help wondering whether the 6 scale occupational interest that you have listed are adequate.<
The 50,000+ employers that use our method find it is more than adequate for identifying future successful employees.
The problem as I see it is that managers want a fast and free method to identify future successful employees. A bad hire is very expensive and a good hire is like having money in the bank.
>Many American individual consultants/coaches that I have come across talk of lateral career transition.<
Yes, there are far too many people in the wrong careers. However, if we make a career change without using our talent as a guide we will be in the same boat after the newness wears off our new job.
>I spoke to the Gallup corporation-they said that they identify strengths and then redeploy the people within the organization.<
We have been doing that since 1991 and the method we use was developed in the 1960s. The book "First break all the rules, what the world's greatest managers do differently" is a great resource for managers. The book also explains why what we do works so well.
>What if people want a drastic change?<
As long as they have competence and the talent for the new job they'll be successful. If they lack the competence and/or talent, they'll be less than successful.
>Is there no institution (against individual) who does lateral careershifts?<
Our clients reassign their employees from jobs where they have a poor talent match into jobs in which their talent matches what the job demands.
>This may sound somewhat silly but whichever major institutional consultant I have spoken to give the reply that they focus on companies and not individuals.<
We focus on individuals and how the individuals fit their jobs which of course is a huge benefit to the employer.
>Morgan and Banks of Australia used to do a very good job of lateral transition before it was taken over by monster.com. In India, the monster authorities do not even talk of this though they have a different website for the US.>
Few employers manage their employees as well as we would wish they would.
>Basically, careershfiters is also a collection of individual coaches. Which institution is doing Lateral transition if it is.?<
All of our clients know which jobs best fit each employee and if a career shift is necessary they'll facilitate the shift if the employee agrees and an opening is available.
>Thanks again to you and Mr Peer Mohammad for initiating this thread.<
You're welcome and Peer does deserve a big thank you.
Bob Gately
From United States, Chelsea
>Thanks a million, Bob.<
You're welcome and it is my pleasure.
>What I really meant was that despite these tests there sites like www.careerspice.com where they have listed everything in the order of passion, strengths and then skills.<
Where is talent? Our approach is to identify the qualified to be hired job applicants who also have an adequate or better talent for the job.
>Many American consultants talk of deep interest in terms of heart and soul<
If they don't know how to hire for talent or how to find a career that matches their talent we should not be surprised that they speak of heart and soul since neither is seeable nor measurable. We measure the talent demand by a job and we measure the talent of job applicants so it is easy to match one to the the other.
>and at www.careershifters.org, they have actually used the term shiftsurgery. One can't help wondering whether the 6 scale occupational interest that you have listed are adequate.<
The 50,000+ employers that use our method find it is more than adequate for identifying future successful employees.
The problem as I see it is that managers want a fast and free method to identify future successful employees. A bad hire is very expensive and a good hire is like having money in the bank.
>Many American individual consultants/coaches that I have come across talk of lateral career transition.<
Yes, there are far too many people in the wrong careers. However, if we make a career change without using our talent as a guide we will be in the same boat after the newness wears off our new job.
>I spoke to the Gallup corporation-they said that they identify strengths and then redeploy the people within the organization.<
We have been doing that since 1991 and the method we use was developed in the 1960s. The book "First break all the rules, what the world's greatest managers do differently" is a great resource for managers. The book also explains why what we do works so well.
>What if people want a drastic change?<
As long as they have competence and the talent for the new job they'll be successful. If they lack the competence and/or talent, they'll be less than successful.
>Is there no institution (against individual) who does lateral careershifts?<
Our clients reassign their employees from jobs where they have a poor talent match into jobs in which their talent matches what the job demands.
>This may sound somewhat silly but whichever major institutional consultant I have spoken to give the reply that they focus on companies and not individuals.<
We focus on individuals and how the individuals fit their jobs which of course is a huge benefit to the employer.
>Morgan and Banks of Australia used to do a very good job of lateral transition before it was taken over by monster.com. In India, the monster authorities do not even talk of this though they have a different website for the US.>
Few employers manage their employees as well as we would wish they would.
>Basically, careershfiters is also a collection of individual coaches. Which institution is doing Lateral transition if it is.?<
All of our clients know which jobs best fit each employee and if a career shift is necessary they'll facilitate the shift if the employee agrees and an opening is available.
>Thanks again to you and Mr Peer Mohammad for initiating this thread.<
You're welcome and Peer does deserve a big thank you.
Bob Gately
From United States, Chelsea
Thanks a lot again for your specific replies. You have also given a good lesson on how to reply properly.
Your observation:-
"Where is talent? Our approach is to identify the qualified to be hired job applicants who also have an adequate or better talent for the job"
If talent implies exceptional aptitude alone, I am not sure. I have read so much about career mismatch and consequent attrition that I would also include deep interest or passion to aptitude to talent becasue one should be willing to do the job for a reasonablly long period as well
.In the west, one at least comes across Career change resume and things like thatIf there is anything you want to add for people caught in mid life crissis in countries like India where career consultants are not currently equipped to facilitate lateral careers shifts, kindly do so. Thanks again.
From India, New Delhi
Your observation:-
"Where is talent? Our approach is to identify the qualified to be hired job applicants who also have an adequate or better talent for the job"
If talent implies exceptional aptitude alone, I am not sure. I have read so much about career mismatch and consequent attrition that I would also include deep interest or passion to aptitude to talent becasue one should be willing to do the job for a reasonablly long period as well
.In the west, one at least comes across Career change resume and things like thatIf there is anything you want to add for people caught in mid life crissis in countries like India where career consultants are not currently equipped to facilitate lateral careers shifts, kindly do so. Thanks again.
From India, New Delhi
Hello again Hiren50:
>Thanks a lot again for your specific replies.
You have also given a good lesson on how to reply properly.<
You're welcome and thank you.
>If talent implies exceptional aptitude alone, I am not sure.<
Talent is not aptitude, does that help?
>I have read so much about career mismatch and consequent attrition that I would also include deep interest or passion to aptitude to talent because one should be willing to do the job for a reasonably long period as well.<
I think I agree. Talent, as we use the word, refers to the scores that job applicants and career seekers receive on the 20 scales I listed earlier in this thread. If the scores are what the job demands, then the person has a talent for the job. If the person's scores are not what the job demands, then the person does not have the talent for the job.
>In the west, one at least comes across Career change resume and things like that If there is anything you want to add for people caught in mid life crisis in countries like India where career consultants are not currently equipped to facilitate lateral careers shifts, kindly do so. Thanks again.<
Look for company that assesses for talent.
Bob Gately
From United States, Chelsea
>Thanks a lot again for your specific replies.
You have also given a good lesson on how to reply properly.<
You're welcome and thank you.
>If talent implies exceptional aptitude alone, I am not sure.<
Talent is not aptitude, does that help?
>I have read so much about career mismatch and consequent attrition that I would also include deep interest or passion to aptitude to talent because one should be willing to do the job for a reasonably long period as well.<
I think I agree. Talent, as we use the word, refers to the scores that job applicants and career seekers receive on the 20 scales I listed earlier in this thread. If the scores are what the job demands, then the person has a talent for the job. If the person's scores are not what the job demands, then the person does not have the talent for the job.
>In the west, one at least comes across Career change resume and things like that If there is anything you want to add for people caught in mid life crisis in countries like India where career consultants are not currently equipped to facilitate lateral careers shifts, kindly do so. Thanks again.<
Look for company that assesses for talent.
Bob Gately
From United States, Chelsea
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