Previously we looked at the value of psychometric tests in employment decision-making, whether that was to assess the level of ‘fit’ between the job and candidate profiles at recruitment, or to describe the employee’s development needs. We also fleetingly mentioned the possibility of self-testing for personal benefit. This is what we focus on today. As well as the need to re-test.
Yes, psychometric assessments are powerful tools that can be used to provide deep insights and understanding of your own competencies as an individual, whether that is just to satisfy your curiosity or to build a development plan towards professional growth. The right coaching technique based on the results of a well-selected psychometric assessment tool will greatly facilitate your efforts to get to understand your potential, contextualize your aspirations and motivations, and improve your style of engagement in your various roles in a safe, non-emotive way.
Unfortunately, even with the research and write-ups on the subject of psychometric assessments and coaching, we still find a degree of reluctance to undergo testing because there is still the perception that psychometric assessments are daunting and coaching is a remedial intervention used instead of separation for the ‘problem-children’ on the team. Yet, self-assessment, just like in a medical context, is helpful in yielding ‘know-your-status’ kind of information that you can use for your own path-finding. You would be able to confidently describe your competencies in interview settings and plot your development plan based more on objective feedback than gut-feel. When you opt for self-assessment in this manner, without the pressure of a looming job opportunity that you may lose just because the process caught you unaware, you give yourself time to identify the issues, plan your responses, make peace with what cannot change and pace your execution according to your realities. In typical scenarios, an individual is simply told to participate in an assessment as part of the recruitment decision, and this participation is often accompanied by feelings of anxiety because so much is riding on the outcomes. In the case of a self-initiated process, there is nothing riding on the outcomes. All that is going to happen is, you as the client will now know, objectively, the lay of the land and the decision of what to do about it, if anything, is in your hands.
And once you start the personal culture of self-assessment, it helps to know that generally, depending on the kind of test/assessment you underwent, the results are regarded as valid for periods anywhere between 6 to 24 months. For illustration, skill test results may be valid for only 6 months, because the assumption is you have been through relevant training in this time. For example, the candidate who could not conduct meetings on Teams in January should be competent with that by June of that same year. However, results from personality tests are generally held to be valid up to 24 months because with adults, under normal circumstances, personality is stable. Personality is stable? Meaning for instance that you can never be a leader because you’re more conflict-averse? Not at all. With coaching, you will be aware of how your nature frustrates your professional aspirations and learn to practice resolution.
