Competency assessments through psychometrics to map talent demands holistically can create high performing workforce & prove to be a differentiator for organizations. A look at the key findings of “The state of psychometric assessments in India” - a study by Willis Towers Watson.
HR professionals have, over the years, greatly benefitted from academic advancements in the fields of psychology and behavioral economics by applying the principles & theories of such domains to real-time talent acquisition and management processes. One such application has been the use of psychometric assessments to better understand workforce preferences. For instance, job interviews, traditionally, have been reliant on the interviewer’s ability to ask questions, interpret answers, and be fair in the recruitment process. Psychometrics add quantitative measures to qualitative assessments to present a holistic portrayal of a candidate’s capabilities. These psychometric instruments, at the recruitment stage, can help overcome the reliability and validity challenge. And when combined with qualitative assessments, psychometrics can help assess a new hire, an existing employee’s abilities, leadership potential, personality and culture fit and also determine an employee’s potential to take on larger roles.
“The State of Psychometric Assessments in India” a study by Willis Towers Watson highlights this importance of psychometric assessments and explores the awareness, acceptance and application of psychometric assessments in India.
In this article, we look at the key findings of the report, how psychometric assessments can be leveraged in an organization, and what does the HR need to do to adopt a holistic approach to assessments.
Application of psychometric assessments
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