The Value of Psychological Assessments

personality assessment

Psychological assessments are useful for hiring, managing, motivating, re-structuring, promoting, coaching, training, counseling, and on-going development. Some of the key benefits include:

    • Objectivity – Interviewing and reference checking are at best subjective. An effective assessment tool is often the only objective information you can rely on.
    • Clarity – An effective assessment tool can help you see what you might otherwise miss and help you do so before it’s too late.
    • Insight – An effective assessment tool can tap into deep-seated and normally difficult to access attributes of people; helping recruiters and managers to know what they should be looking for and focusing on.
  • Confirmation – An effective assessment tool can help confirm or challenge good and bad attributes that you may have sensed but were unable to fully identify.

Four Facets of Assessment:

Personality and Behaviour

Education and Training

  • motivation & interests

  • credentials & skills

  • (surface of) experience

  • knowledge

Temperament and Aptitude

Character and Maturity

  • disposition & self-motivation

  • attitudes & values

  • (depth of) experience

  • understanding

We derive input on the left-side facets of a candidate mostly from psychological assessment, input from the right-side mostly from interviewing and references.

The higher on the continuum, the more superficial and changeable is the facet; the lower on the continuum, the more deep-seated and unchangeable.

Most hiring mistakes are made by ineffective assessment at the lower end. Since the high end is more extrinsic /manifest and easy to assess, the low end more intrinsic and difficult to access, there is a tendency to base hiring decisions— and all “people decisions”—mostly on upper end, superficial input.

To learn how the ADVANCED ANALYSIS can help click here.

Testimonials

“We have been using PLM ADVANCED ANALYSIS for over four years. It has proven to be an invaluable tool in selecting candidates. Its accuracy is phenomenal!”
Jennifer Grams, Adams Rite Manufacturing Co
“Even the most unbelieving members of our management team have come to respect and acknowledge the accuracy and validity of the ADVANCED ANALYSIS. We’re impressed!”
Sandy Lindeman, Independent Printing
“The ultimate throttle on growth for

any great company is not markets or

technology or competition or

products.

It is the one thing above others;

the ability to get and keep enough

of the right people.”
Jim Collins, “Good to Great”
“We are consistently amazed at the results it produces. Very often the results confirm what was learned during the interview process.”
George Heisel, Metro Ambulence & Home Care Service
“The Analysis has been a great asset in helping us evaluate candidates applying for development and other university advancement positions.”
Joseph G. Sandman, Ph. D., Seton Hall University,
“Over the years, you have saved this company hundreds of thousands of dollars, particularly when it comes to hiring talented salespeople.”
Paul Gordon, J.B. Hanauer & Company
“The findings were astounding. In a very short period… an incredibly in-depth profile was established.”
M.T.A.C.L. Job Placement Center
“The accuracy of the PLM Advanced Analysis is uncanny. Having processed over 1500, I can honestly say that there has not been one which I have taken exception with.”
Victor Apa, Victor Apa & Associates
“I commend this method to you and also strongly endorse the analytical skills of Peter McQuaig whose even-handed and fair descriptions have “showed the light” to many in our business..”
Michael Watt, Dir. of Marketing, MDI