Did you know that in the 1950‘s—in an effort to determine whether soldiers were mentally fit to handle deadly weapons—psychometric testing was created by the U.S. Military? (Actually, a more accurate term would be ‘pathology’ tests).
In the years that followed, a few enterprising entrepreneurs decided these pathology tests (with minor adjustments) could provide them with valuable insights into how people work together to bring about common business goals. After fifty years of testing, we now know the level of accuracy of these tests. We know where they are helpful and where they fall short.
How can you know if the assessment you are using measures up? This Blog provides you with the first of 11 questions you should ask to determine what tool you should use in your recruitment process and to determine the true accuracy.
1: What ‘norm’ are your job candidates being compared to?
Most assessments measure personality and behaviour.
Here’s the simple version of how personality and behaviour based tests are created. As you will see, created is the key word here.
These profiles are created by psychologists who observe the behaviour of a particular group of people. They then create questions designed to show where a person scores in relation to the observed ‘norm’ of that group. In other words, their goal is to match the questions they’ve created to fit the ‘norm’ they are creating.
Every assessment tool in the market place is “culture” driven. When an assessment tool is to be taken in a different culture, they must, again, find the standard of measure, or ‘norm’, for that culture. While this process has some value, there is a massive element of subjective bias involved. Clearly, these tools are affected by many factors including the geography, culture, income, age or gender that group of individuals.
Just know this … subjective bias significantly lowers the accuracy of these tests. Perhaps this is why – after 70 years of trial and error in the hiring process, research clearly shows that typical assessment tools are just not accurate.
Business leaders find it difficult if not impossible to trust the typical hiring assessment. Have you found this to be true for you?
There is a better way…
In the years before the outbreak of the Second World War an amazingly accurate way to measure performance in people was discovered by Robert S. Hartman. He was nominated for a Nobel Prize for his research in 1973. His approach was NOT based on simply observing behaviour or personality.
Hartman’s theory was that we all think and make decisions in the same way—that there are three core decision making dimensions. He called this, “The Structure of Thought.” Hartman spent the next 40 years of his life proving his theory scientifically (not the few few days or hours some take to establish a new norm!).
He proved his theory with a totally objective mathematical formula. This formula measures how people think and how they make decisions.
This was a major discovery because unlike “subjective norms” that come as a result of observing behaviour and personality, Hartman discovered that the structure of thought has it’s own norm. This norm is the same for people all over the world – regardless of culture, geography, income, age, gender, or other factors. We all have the same structure of thought.
Hartman didn’t create subjective norms. His science validation confirms a norm—an objective norm that already exists in all of us. That’s extremely important because when the measurement is totally objective—you can trust it’s accuracy!
The Axia profile scientifically measures how you think and how you make a decision—what Hartman called your ‘structure of thought’. It directly measures skills, competencies, attitudes, talent, whether or not you are accessing your talent, and much more. The Axia profile will quickly identify precisely who will and will not perform in your company with greater accuracy than other human metrics systems.
A growing list of top business leaders are using our system to make more accurate selection decisions and significantly improve business results.