Evaluating Employee Potential With Psychometric Testing

Recognizing unique talents, nurturing, and retaining them is a crucial part of an organization’s success. The past performance of an employee is not a reliable marker of their future endeavors. Their potential to perform under any circumstances is what determines their ability to lead and contribute to your organization.

Psychometric testing is a comprehensive set of tests that enable organizations to identify skilled employees. From personality assessments to situational judgment and logical reasoning, psychometric testing covers it all. Apart from recognizing quality employees, these tests can also help organizations understand the different personalities that exist in your organization. Also, evaluating your employees’ potential will help you identify the future leaders of your organization.

Let’s delve deeper into the subject of psychometric testing and the different types of tests included in it for employee evaluation.

What Is Psychometric Testing?

A mismatch of organizational values and mindsets within a workplace can degrade the overall performance of the company. Psychometric testing is a method of eradicating such mishaps. With these tests, organizations can optimize their recruitment processes to ensure pragmatic employment. The extensive set of tests can unfold a potential employee’s personality and performance. Besides, it can also aid decision-makers in ascertaining whether a candidate is fit for a particular job role.

Every organization needs a thriving employee base to succeed in its ventures. One wrong hire can disrupt the proceedings, lead to additional economic liability, and cause grave repercussions for organizations. Therefore, implementing psychometric tests has almost become a necessity. It lets you conduct an objective and result-oriented analysis to cumulate quality employees for your organization.

What Is Included In Psychometric Tests?

Psychometric test services involve a series of tests to determine employees’ ability, engagement, and aspirations. During recruitment, these tests can bring out the personality traits of individuals that are not surfaced on the resumes. A well-crafted set of questions enables employers to screen individuals based on their analytical ability, psychological capability, and behavioral traits. It carefully administers questions that have no direct right or wrong answer. Thus, it brings out the analytical capabilities and personalities of various individuals. This process helps in determining the right role of an employee in the organization.

Read full article here: Evaluating Employee Potential With Psychometric Testing

What Can Be Revealed In A Background Check?

An employee background check is integral to the recruitment process enabling hiring managers to make well-informed decisions. According to a PBSA (Professional Background Screening Association) survey, over 96% of employers in the US diligently conduct employee screening either by themselves or through background verification companies. Employers can garner conclusive data about potential candidates and evaluate personality traits essential for different roles.

What do Employee Screening Services Entail?

A comprehensive process covers a range of background screening services. An employer can conduct checks for verifying the following aspects of an employee-

•  Criminal records
•  Educational background
•  Credit check
•  Drug screening (for substance abuse)
•  Employment history (for experienced candidates)
•  ID and address verification
•  Professional references

There’s no prerequisite order for performing screening. Employers have the freedom to select different checks based on their needs, nature of the job, and location. An employer may execute a particular check based on their motivation including criminal, employment history, and identity checks. The biggest motivation for any organization while conducting screening is to safeguard its employees and clients from any potential risk.

What an Employer can Expect from Background Checks?

Harvard Business Review revealed in one of its articles that at least one out six job applicants misrepresented themselves to induce an employer to offer them the job. Resume frauds and manipulation of data are among the most common convictions. A wrong hire can add to a company’s costs and hurt its bottom line in the long run. Employee screening services tackle this issue and, thus, save an organization from bleeding a fortune.

Read full article here: What Can Be Revealed In A Background Check?

Top Seven Myths Around Background Screening Services Debunked

For an organization, hiring an employee is a complicated process. From identifying job requirements for a position to planning recruitment ads and training essentials, the process can be long enough even before the actual screening can begin. Amidst this chaos, recruiters often willingly skip the background verification process to escalate hiring.

Poor hiring decisions can reduce a firm’s productivity and might lead to costly delays and, ultimately, a loss in revenue. According to a study, even single poor hiring can cost a company up to 20 lakhs. Instead of following a herd mentality, an employer’s focus must be on making informed decisions. However, employers still tend to shy away from background checks. Despite the benefits of background screening services, the decision ultimately comes down to some surrounding myths.

To eradicate negative connotations about background screening services,we have debunked the seven most common myths to enable authentic hiring.

1. Background Screening Services are Expensive

It is the most common belief among employers. They regard background screening services as an expensive instrument that they skip for reducing costs. However, they often forget that the consequences of a poor hiring decision can go beyond the cost factor. It can affect a company’s morale and reduce team productivity. Indeed, top background verification companies like Flink provide quality services within an allocated budget. So, instead of being short-sighted, companies must understand the long term benefits of employee screening to prevent future credential fraudulence.

2. All Background Checks Provide the Same Information

Employee background verification companies obtain information about a prospective employee from different sources for validation. Therefore, it is unlikely that they will contain the same data. The verification process, in its essence, remains the same for various checks, which is to validate data about a candidate. However, the aspects verified may vary as per different categories, including criminal records, drug testing, professional experience, and educational qualifications.

3. Candidates Even with a Single Criminal Record Should be Banned

It is the most misconstrued belief among both employers and candidates. The background verification process is not a flaw finding mission. Most recruiters believe that a candidate with a single criminal record is not fit for hire. For instance, a person with a single DUI (driving under influence) record might not be fit for a driver’s role, but can still qualify for a clerk’s position. Blanket banning candidates might not be a reasonable choice by employers. Due to it, employers may lose out on some competent employees.

4. Only Large Multinational Companies Require Background Checks

Whether it's an SME, a Fortune 500 company, or a business dealing with gig economy workers, background checks are critical for every company. The sole purpose of a background check is to protect the interest of both employers and candidates. It aims to present a credible job with a worthy candidate and vice versa. Also, many roles require employees to handle sensitive information. Therefore, employers must carefully scrutinize them during the hiring process.

Read full article here: Top Seven Myths Around Background Screening Services