It seems intuitive that since humans are such dynamic entities, there is a need to assess people for what they are… a whole person. It’s that 'whole person' that will be performing in the job, not just a certain part of them, after all.
To achieve the most from the psychometric tools available, I believe we should use a combination of sources as opposed to honing in on a single piece of evidence, as often happens in traditional recruitment assessment processes.
Inspired by this article in people management, here are my three tips for assessing the 'whole' people in your recruitment and talent processes:
1) Understanding passion, purpose and mindset is crucial for future proofing your hiring and development plans.
2) Contextualising all the data into the wider role and organisation context.
3) Use multiple elements and adopt a 'graphic equaliser' for a much more powerful prediction of performance.
Different tests have different purposes, and they must only be used as part of a suite of tools and HR practices. “Psychometrics need to be context-dependent,” says Knight. “No single tool should be used in isolation. It’s not about either/or. It’s over and above.”