I’ve read some interesting articles lately by well-meaning (and, sadly, in some cases misguided) writers and bloggers who warn against using behavioral assessments, and they are correct – to a point. Some assessments can reveal some of the protected classes, such as gender, race or age. Any business that truly wants to understand and hire rock stars needs to use an assessment such as the Predictive Index (PI) that is designed to be in compliance with EEOC standards (US located businesses), one that will provide an objective profile of each position in the organization and truly help you, the end user, find the ideal candidate.
When you are considering using an assessment in your workplace, you need to determine why. Really dig down and analyze what it is your organization is looking to accomplish. Are you trying to reduce turnover? Improve manager performance? Increase productivity or engagement? Drive sales up or drive accidents down? Are you identifying future leaders? There are any number of ways in which assessments can help a company meet those strategic objectives.
Published in Jacksonville Advantage Business Magazine
She can be reached at (904) 374 9914 or Dolly@PredictiveResults.com