Imagine this – your HR team implements an assessment after a lengthy validation and implementation process, only to find out 2 years later that it is no longer predictive of the outcomes desired. While an uncommon situation, those familiar with pre-employment testing may get a headache just thinking about all the red tape and resources required to re-do or implement something new. How amazing would it be if – within this imaginary situation – the assessment that was implemented actually scored candidates on other aspects than those used to make hiring decisions? You could then see if other aspects are more predictive than those that are currently used and make adjustments. This affords the stability to continue to use the current assessment, but the flexibility to update the focal aspects for your recruiters and hiring managers and maintain or even increase prediction of future performance. It may sound too good to be true, but it’s this exact situation that guided the approach we took when building our new personality product, Insight.
Insight measures 13 dimensions of personality that combine to form a holistic view of what we believe are the most important traits for predicting and understanding future workplace performance. Research suggests in most cases however, only a subset of these 13 will be job-relevant or predictive of future work performance for a role. So as a way to dim the noise for recruiters and hiring managers, Insight score reports are tailorable to ensure they focus on the most important aspects for a particular role. As an example, say you’re hiring for a sales position. Without knowing much else about the job, you might look for someone who is sociable and competitive. But once you have enough data you might see that for this specific position, candidates that are highly competitive don’t typically turn out to be good performers in the role. Looking at the same data, you might also find that those who are assertive do turn out to be good performers. Ideally you’d be able to “flip-a-switch” so that your recruiters are now focused on candidates who are sociable and assertive without development and/or implementation of a new assessment. Insight can do just that.
Because the Insight assessment is always administered in its entirety – and still only requiring about 10 minutes to complete – we always have access to candidate data on all 13 dimensions, even if only a subset of them are the focus of a score report. Initially deciding which dimensions should be the focus for a specific job (referred to as the behavioral profile) is a vital part of the implementation process, and organizations have multiple options for doing so.
Data-Driven Behavioral Profiles
The best approach for selecting a behavioral profile for a specific job is one based on data collected at your organization. This can be in the form of a job analysis or a criterion validation study. A job analytic approach requires the administration of a job analysis survey to incumbents or other subject matter experts. This approach gathers data on the importance levels of various knowledge, skills, and other personal characteristics (e.g., behavioral traits) for successful performance in the role. A criterion validation study requires the administration of Insight to either job incumbents or actual candidates for the position. Additionally, it requires the collection of performance data on those same incumbents or candidates (for candidates, it would likely be at least 3 months or more after they were hired). Statistical analyses can then be performed to assess which dimensions are most predictive of actual performance in the specific role. While these two approaches provide sufficient data individually, the opti