During organizational hiring process, psychological assessment is a necessary process. Hiring the right people for job positions boosts employee retention rates. Employees will stay in an organization when they are productive and excellent opportunities for staff development, and career growth is provided. The main objective of undertaking Employee Psychological Assessment is to determine employee’s personality, intelligence and aptitude. Besides, psychological tests are necessary for highly stressful jobs such as law enforcement, firefighting and medical fields. The tests help to determine the capability of an employee to work in such environments.
The process is much beneficial to organizations. Here are some of the benefits.
Cost-effective
Organizations invest massively in their employees right from the hiring time. Training and maintaining employee positions through good salaries and incentives are a considerable investment. By hiring the right individuals, you keep low turnover rates. This assessment helps organizational administration to wipe out problematic, unproductive and incompetent employees from the organization.
Determination of employee’s strengths and capabilities
Psychological Assessment helps employers to hire employees with the right knowledge, skills, motivation and competency that suit specific job positions. The process helps to wipe out fake resumes. Besides, employers get insights into some things that employees find valuable at workplaces. For some, it can be work-life balancing and as such employers can devise ways to support this balance for their employees.
Determination of each employee output
Apart from the hiring process, psychological Assessment can be used to determine the productivity of each employee. It helps to determine each employee motivation. This is beneficial to employers as things keep on changing. Besides, it helps to determine the mental health of the organizational workforce. This will help employers to devise strategies of improving their workforce mental health, emotional development and behavioural improvement.
When it comes to promotions, psychological Assessment plays a significant role and helps to determine individuals that deserve promotions or reshuffling employees to various organizational departments.
Suffice to note, psychological testing is a legal process and is administered by qualified psychologists. However, it is not wise to force some employees who may refuse these tests. Terminating such employees may attract litigation processes as employees are entitled to privacy rights.
Psychological tests are valuable tools that organizations must use to create a pool of employees who will spur organizational goals, aims and objectives. The tests do not need massive resource allocation as they are readily available. Therefore, it is advisable for all organizations, including small enterprises, to undertake this process aimed at minimizing errors in Employee Psychological Assessment and the recruitment process.
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