Psychometric Assessment

Employee assessment

Why conduct such an assessment?

  • An open or vacant position – who is the best person to promote?

  • There is a surplus of workforce in the company – who should be let go?

  • An employee is not performing at their best – what needs to be developed/improved to make them a better worker? Do they need additional education?

  • A manager is not fully utilizing the potential of their subordinates – what needs to be improved to make them a better leader?

  • Checking the overall human resources in the department/company and how they are utilized in the existing system/position after adapting to the work environment

 

What do we assess?

  • Cognitive abilities

  • Personality dimensions

  • Communicativeness and sociability

  • Sharpness or mildness in communication

  • Social skills and tactfulness

  • Positivity of attitude

  • Trust in relationships

  • Closedness or openness towards people

  • Emotional expressiveness (warmth)

  • Emotional maturity and stability

  • Adaptability and orientation towards changes, including travel

  • Orientation towards practicality or creativity

  • Orientation towards tasks or people

  • Self-control

  • Consistency, discipline, and character, persistence

  • Orientation towards teamwork or independent work

  • Obedience or leadership tendency

  • Self-confidence

  • Courage or timidity

  • Orientation towards concrete tasks and ability for abstract thinking

  • Motivation and sources of motivation, ambition (professional goals)

  • Ability to withstand stress, exposure to stress, and identifying the most harmful stressors

  • Loyalty to the organization

  • Leadership style (authoritative, democratic, coaching, etc.)

  • Tendency to take on specific roles in the team (leader role, collaborator role, critic role, etc.)

 

Assessment of specific skills and knowledge:

Verification of specific knowledge needed for performing particular job roles, including everything from checking foreign language proficiency, computer skills, and specific professional knowledge depending on job requirements.

 

Benefits for the company:

  • Understanding the potentials an employee possesses

  • Knowing which potentials the employee uses and to what extent (in the current position, in a specific environment) and which potentials they could still use and under what conditions

  • Advice on how to lead and motivate the employee

  • Determining if the employee fits the job position they are in or if they could utilize their potentials better in another role

  • The employer is excluded from giving negative feedback, if any (the employee is informed about their profile before the company’s management) such as lack of readiness for advancement, unsuitable motivational structure

  • Positive changes in employees are encouraged through feedback (as the employee recognizes their strengths and weaknesses and receives concrete guidance on how to improve skills and habits), thus increasing their motivation

  • Always present side effect – gaining additional information about satisfaction, organizational climate (how the employee perceives it and what it really is)

 

Benefits for employees:

  • Knowing which potentials they possess

  • Knowing which potentials they use and to what extent (in the current position, in a specific environment) and which potentials they could still use and under what conditions

  • Opportunity for a confidential conversation with a psychologist about their own difficulties, dilemmas, fears, etc.