6. Is Psychometric Testing Horoscopes for Business People?

2P1J - 2 Paths 1 Journey

Welcome to the latest episode of our podcast, where we're discussing the fascinating world of psychometric testing. Psychometric testing is a type of assessment that measures an individual's cognitive abilities and personality traits, providing valuable insights into values, motivations, preferences, behaviours, and interactions with others.

We began the show by sharing our personal experiences with psychometric testing, with Connel using it for recruitment to remove the gut feeling, and Hugh utilizing it as a personal development tool. We discussed how data-driven and repeatable the results can be, providing non-biased data points that help in the decision-making process.

The core theme of the show was the OCEAN model, evaluating the 'Big 5' personality traits, which include openness to experience, conscientiousness, extraversion, agreeableness, and neuroticism. We discussed how the test measures candidate scores on what are perceived to be the five main dimensions of personality, and how results show that candidates fall on a spectrum for each trait based on their responses. We also delved into the science behind the BIG 5, with smart people that score high in conscientiousness consistently proving to be the best performers, and how high scores in emotional stability (neuroticism) can also be a good indication, but not as reliable as conscientiousness.

We then discussed the Harrison Assessment, which is a more reliable test that focuses on intention and job satisfaction, linking traits to job effectiveness. We talked about how the test measures both positive and negative traits and how a reliability score of 80% or more indicates a trustworthy result. We discussed the science behind Harrison Assessments, which is based on the Enjoyment Performance theory, which has two parts - the Success Cycle and the Undeveloped Cycle, and how they're related to enjoying at least 75% of their work and how it relates to success.

Next, we had a brief discussion on task preferences and interest, with insights from both Connel and Hugh. We also talked about the Paradox Methodology, a unique aspect of the Harrison Assessment, which combines traits into 12 paradoxes that may appear contradictory but are actually synergistic. We discussed some examples of these paradoxes, such as the accountant who didn't like numbers and the leader who didn't want to lead, and how they relate to a coaching mindset and respectful candour. We also discussed paradox patterns and how they relate to performance management.

In conclusion, we explored the fascinating world of psychometric testing, discussing the benefits of using tests such as the OCEAN model and the Harrison Assessment. We hope that this episode has provided you with valuable insights into the world of psychometric testing and how it can help you make better decisions in recruitment, personal development, and overall job effectiveness.

er systems to differentiate between scenarios where the candidate has completed the task or witnessed the task. We can use the STAR Method to measure competency and skill in work-specific situations.

We can also improve reference quantity and variety so we're not receiving cookie-cutter feedback that lacks value. We can use reverse reference checks and Net Promoter Score (NPS) reference checks. Finally, we need to put it all together to give a candidate score based on our non-negotiable criteria.

Finally in step six, The decision-making process suffers when hiring decisions are made based on instinct over data, increasing the risk of wasted time and resources. Break the recruiting process into measurable sections so we can apply a measurable "score" at all stages. Understand the non-negotiables of a role to rule out candidates unable to help our organization excel. Mirror our top performers to avoid inconsistent hiring results and maximize organizational productivity.

Thank you for listening.

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Produced By The Podcast Boss

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