Most behavioral assessments are not job specific and only describe an individual’s personality. This is unfair to the employer because it does not support the analysis of behavior related to the specific job requirements and often leads to wrong conclusions. In many countries it even puts the employer at legal risk. It is also unfair to individuals being assessed because it usually leads to incorrect conclusions that are not based on behaviors that impact the specific job.
Job specific assessments are more fair and accurate than a standard behavioural assessment. They identify and develop those people who are most likely to succeed in a particular job for a particular company.
Some personality assessment suppliers have attempted to solve this problem by focusing on general roles such as management or titles such as project manager. However this approach also does not take into consideration sufficient detail related to the specific job requirements. Managers do many different things and the behavioral requirements differ just as much if not more than the requirements for qualifications.
Each organisation has its own culture and each job has its own key performance indicators. Any good assessment including behavioral assessments must be able to be configured to weight and rank the importance of those factors to correctly reflect the needs of the job. This enables accurate interpretation of the assessment.
Even if the assessment as configured to job titles such as project manager, it is not sufficient. While it may seem logical to assess against such a title it is still too general. Project managers can be found in almost every organisation within every industry, and the specific behavioral requirements can vary greatly. Some have real management responsibilities such as budget and strategy while others simply coordinate activities related to the project. Some have much more technical responsibilities while others do not. Consequently the interpretation of the assessment is likely to be flawed.
The Discover My Career “Work Preference Questionnaire” by Harrison Assessments is not only job specific but also takes into consideration sufficient detail related to the requirements of over 1,000 specific jobs. Having a degree of confidence about a future career can make all the difference.
Reproduced with permission from Harrison Assessments. Originally published on the Harrison Assessments blog.