Competency frameworks provide a consistent mechanism for communicating and organising the different behaviours that are essential to an organisation’s success.
They capture an organisation’s culture and values providing a foundation for a range of people processes, e.g. recruitment, job creation, performance management, training and development processes.
We can design a bespoke competency framework, tailored for your business and advise on how it can be implemented and incorporated into your organisation. We can also provide new/revised documentation for your business to ensure the framework is fully integrated into your business processes, e.g. job descriptions, appraisal documentation and recruitment documentation.
Job Behaviour Assessments vs. Personality Assessments
Personality Assessments have been available for about 60 years. Some of them have obtained a great deal of validation research. However, it is important to understand that they are not actually job behaviour assessments and such validation is not relevant to job performance. In most cases, the validation simply means that the assessment favourably compares with other means of assessing personality.
Many people are fooled into thinking that this large amount of research indicates that they are valid and useful tools for job assessment. In fact, many of those assessments specifically state that the instrument does not predict job performance. It makes no sense to use an assessment for job selection that was never designed for the workplace and has no ability to predict job performance. Some people say that they can effectively use personality assessments for employee development. However, this also makes no sense.
The main point of employee development is to improve performance and if an assessment does not measure the factors that relate to job performance, how can it significantly help to develop employees?
What Are the Key Factors of an Effective Job Behaviour Assessment?
There are several key factors that enable a behavioural assessment to effectively predict performance:
- The ability of the assessment to measure at least 100 traits
- A questionnaire that is work focused
- The ability to detect false answers and to pierce self-deception
- Performance research that is used to create job success formulas for specific jobs
- Reports that are job specific, numerically quantified and easy to understand
- The ability to weight and integrate eligibility score and job behaviour assessment scores
Measuring a Sufficient Number of Traits
- It is not practical to develop a separate behavioural assessment for each job or even each job type. Therefore, nearly all job behaviour assessments assess people using one questionnaire and then try to evaluate the answers for different jobs. However, our research has shown that less than 25% of the traits measured in a behavioural questionnaire relate to job success for any one job. Therefore, to be effective, a job behaviour assessment needs to measure many different traits in order to have a sufficient number of traits that relate to job success for any one given job.
The need to measure more than 100 traits creates a great challenge for job behaviour assessments.
Measuring more than 100 traits would normally require more than a full day of testing. However, in this age of talent competition, few qualified applicants are willing to spend a full day for one job application.
Harrison Assessments has overcome this problem by creating the SmartQuestionnaire in which there are 16 groups of 8 statements. In each group, the 8 statements are ranked against each other. In addition, each statement appears in 2 different groups, enabling the computer to cross-reference all of the answers against each other.
By comparing each statement to every other statement on the questionnaire, a total of 8103 comparisons are obtained. This is equivalent to 2,701 multiple choice questions and more than a full day of multiple choice testing!