Ever bring on a new employee, only to realise by the end of the first week that this new hire was a huge mistake? Every organisation is unique and has a DNA of its own. To build great teams, you must hire the right talent and make sure you manage and nurture this talent to its fullest potential. This journey begins with the “Job fit” concept which is critical to ensure maximum productivity, employee motivation and job satisfaction. You will learn how to select the right assessment tool and ensure effective integration of psychometrics into your recruitment process. Oussama Mansour, CEO, Profiles International

1. Effective Implementation of
Psychometrics in Talent Acquisition
and Management
Oussama Mansour
C.E.O. & Senior Executive Life Coach

2. • Business success is more people dependant
• Marketplace for TALENT is increasingly becoming global
• TALENT is a scarce source
• Employees are more sophisticated
• Employment relationships are more complex
Business Today

3. Hired for qualifications
But, Fired for Behavior
Normally Candidates are:

4. Only Bad/Good Job/Org. Fit!
Is There a Bad/Good Person?
NO

5. You only see 11% of the total person!

6. The Challenge
Your Pool Of
Potential
Candidates
The
Target
Job
Role & Responsibilities
Competencies (S,K)
Personality (Behavioral
Traits)
Interest
Thinking Capacity
Your Cultural & Value Fit
Leadership &
Management Style Fit
Marriage
Good Fit
Bad Fit
Growth-Productivity
Low Productivity

7. What is psychometrics?
the branch of psychology
concerned with the design and use
of psychological tests and the
application of statistical and
mathematical techniques to
psychological testing.

8. What is psychometrics?
Ultimately to gain an accurate bearing of the individual’s:
Cognitive abilities
Behavioral Traits-Personality
Work Interest

9. •Abstract / conceptual reasoning
•Verbal reasoning aptitude tests
•Numerical reasoning aptitude tests
•Spatial reasoning
What is psychometrics?
Ultimately to gain an accurate bearing of the individual’s:

10. Measure Quality
Reliability:
The degree of consistency of the measure.
Does the test give you the same results every
time it is used?
Validity:
A measure of the correlation between test results
and actual trait levels.
Does the test measures what it is intended to
measure?

11. At What Stage Should
You Administer
Psychometric
Assessments?

12. Career Planning
Performance Management
Training & Dev.
Succession
Planning
Coaching & Mentoring
Team Building
Recruitment & Selection
Conflict Resolution
MergersandAcquisitions
OrganizationalRestructure
To support other selection methods / tools
Areas of Application for Psychometric Testing

13. Professional Development
Planning With Psychometric
Assessments

14. Points Of Transition-Talent
Management
Passage Three
Passage Two
Passage Four XT
XT
Passage One
XT
XT
XT

15. Name
My Strength
My Opportunity
My Opportunity
Leadership Development Process
On-The-Job

16. Name
My Strength
My Opportunity
My Opportunity
Leadership
Awareness
Self
Leadership Development Process
On-The-Job

17. Leadership Development Process
On-The-Job
Name
My Strength
My Opportunity
My Opportunity
Leadership
Awareness
Leadership
Actions
Self
Situation
On-The-Job

18. Leadership Development Process
On-The-Job
Name
My Strength
My Opportunity
My Opportunity
Leadership
Awareness
Self
Leadership
Actions
Situation
On-The-Job
Internal
To Yourself
Your Action
On-The-Job

19. Leadership Development Process
On-The-Job
Name
My Strength
My Opportunity
My Opportunity
Leadership
Awareness
Self
Leadership
Actions
Situation
On-The-Job
Internal
To Yourself
Your Action
On-The-Job
Leader Engaging
With Employee
Results
+
_
Lessons
Learned

20. Checkpoint
360°
Leadership
Development
Plan

21. Combine And Focus

22. Conditions for Successful Implementation of
Psychometrics in your Organization:
 Define the objective(s) of the assessment
 Define the target audience
 Select the right Assessment Tool that meets your
requirements
 Do a pilot to establish successful experience and have first
hand exposure
 Integrate the assessment into the fabric of the
organization
 Define clear Assessment P & P

23. Conditions for Successful Implementation of
Psychometrics in your Organization:
 Learn how to trust the assessment
 Psychometrics are not the DECISION, they are to help you
make the right decisions.
 Psychometrics are not to replace the HR
 Communicate and educate your organization about
psychometrics and how to fully utilize them at all levels

24.  Is the tool reliable? Coefficient Alpha (0-1)
 Is the tool validated for the country/region?
 How is it administered? (Paper , Web Based)
 Complexity of the reports
 Job Match & Benchmarking Features
 Types of reports
 Does it require certifications?
 What kind of support provided?
 The delivery system
Key Questions you must ask when selecting a
psychometric tool:

25.  In what languages is it available?
 Can the assessment be taken in one language and the
report generated in another language?
 Price
Key Questions you must ask when selecting a
psychometric tool: