Many organisations are familiar with the use of psychometric assessment at the recruitment stage, but in the interests of building stronger internal teams and increasing productivity, progressive employers are recognising the value of timely evaluation across the lifespan of an employee.

As a result, the importance of assessment  has risen with many employers identifying the “best fit” for an employee within a given team setting and business, as well as aligning the individual to a specific role. Even where an employee has worked for an organisation for some time, it does not mean that the employer is aware of all of their characteristics and development potential for the future, according to one of Beilby's HR consultant psychologists Ashani Seneviratne.

 “We’re moving towards a situation where more people are valuing their existing workforce. In the current climate, employers are more interested in evaluating and developing existing employees to enhance skills and create high performance teams for the future,” she explained.

“It’s a holistic approach and one which we’re encouraging employers to adopt more so than ever before. This approach is also important when recruiting, particularly when filling leadership roles. It is becoming increasingly apparent that it’s important to assess the existing leadership team and how well they work together in order to create synergy and ensure the new recruit has the 'best fit' for the team and subsequently the role".

Therefore, Beilby's assessment phase of The Human Capital Lifecycle compliments recruitment methodologies by allowing for more in-depth measures of organisational fit at both individual and team levels. Obtaining the “best fit” within an organisation involves ongoing professional assessments of employee characteristics, strengths, and development needs at an  individual, team and organisation level.
 
Registered psychologists at Beilby are involved in the assessment of individuals and determining team fit within organisations.  Beilby assessments are scientifically-designed, can be completed online and typically take less than 1.5 hours to complete. Results indicate an individual’s learning potential and workplace preference together with objective information relating to individuals' behaviour tendencies based on personality, attitude and intelligence.
 
Ashani says: “Psychometric assessments provide a unique opportunity to gather valuable information about individuals. This information can be used constructively to assist in their growth and development, thereby enhancing job performance, supporting succession planning and performance management as well as providing a powerful tool to assist in creating high performance teams".

Why choose psychometric assessment?

• In terms of team building and employee development, it’s important to assess an individual to understand their strengths, limitations and areas for future development which the employer may support through training and/or coaching/mentoring.
• The results provide information for use across the business to assist in developing a training strategy for the individual or at team level.
• A good performance management assessment empowers a business to have insight into an individual’s characteristics and performance in their role. 
• The Beilby assessments are designed specifically for an organisational setting to provide detailed reports as a focus for development, performance and transition.
• The results indicate individual management style and technique, interpersonal skills, team orientation, influencing style, personality and temperament.