WHY ASSESSMENTS?

Assessments measure individuals against specific job requirements which thus provide valuable information about people in a meaningful and precise manner. Selection research demonstrates that selecting and appointing the right people results in better job performance, which translates into higher productivity, better decisions, and fewer errors.

When handled in an integrated way , and in conjunction with other relevant information sources (e.g. past performance, competency-based interviews, reference checks), the value of assessments can be unsurpassed.

eMOTION aims to comprehensively and holistically assess an individual's abilities and qualities through a wide variety of assessment tools, e.g. competency-based exercises, psychometric instruments and simulation techniques.

It is important that the assessment tools are:

• Customised for the South African market
• Reliable and valid
• Culturally fair and free from bias
• Appropriate for the level and requirements of the positions

From a Financial Perspective ...

The cost of a inappropriate appointment includes under-performnace; a possible unsettling influence on the other staff; difficulty in terminating the person's service; time and money spent (and wasted) on training and managing the individual, especially in light of the fact that it could have been avoided by initially incurring a comparatively small cost upfront through the use of valid, reliable, meaningful and job-specific competency-based assessments.

A good placement choice contributes to the productivity and profitability of the organisation. It also helps the organisation to grow and has a positive effect on morale. Furthermore, a good choice strengthens an organisation's strategic capability by providing a pool of well-skilled and committed people from which future managers and leaders can be chosen.

The more you invest in ensuring the right selection of your people by making sure that they have the right knowledge, skills, competencies and attitude, the less resources your business will need to make up for costly errors.

Key Outcomes of the Assessment Interventions

For The Organisation:

• Objective and professional evaluation of candidates
• Confidence to make informed recruitment & selection decisions
• Insight into maximizing an individual's strengths
• Reduced risk of a 'bad hire', providing a better-matched and more suitable motivated candidate
• Nominal fee of approximately 1.5% of annual salary of vacant position
• Reduced turnover
• The assessment results of successful candidates can be used as part of a career development plan

For The Individual:

• Enhanced understanding of self
• Recognising baseline knowledge, competencies, skills and true potential
• Understanding of self though objective and constructive feedback on personal and professional strengths and development areas
• Candidate placed in suitable position and environment which increases job satisfaction, morale and effectiveness

   

TYPES OF ASSESSMENTS

Our holistic approach to assessments covers three main areas:

1. Cognitive
2. Personality & Emotional Intelligence
3. Behavioural Competencies


1. Cognitive Assessments

The CPP is an assessment that measures the way people think when solving problems – their cognitive processes and the way in which they deal with information.
It also assesses aspects of their potential for future cognitive development.
Furthermore, it identifies trends and tendencies in terms of
cognitive functioning such as:

S tyles of thinking
Strengths & development areas in terms of problem solving
Capacity to deal with various levels of complexity
Potential to improve current cognitive functioning
A suitable work environment

The APIL is an assessment that is used to identify people who are likely to have the cognitive capacity to master intellectual challenges of tertiary education; it can aid in bursary selection; it assists inidentifying employees who can further be developed into managerial or higher level work roles. It also measures how quickly a person is able to learn something new under pressure and how much of the information they are able to retain.

The Clerical battery assesses whether individuals have the appropriate clerical abilities needed for administrative, clerical and sales positions.

The BBCAB assesses core cognitive competencies relevant to the workplace. The following aspects can be measured: Verbal reasoning (ability to understand semi-technical reports and draw accurate logical conclusions from such written information); Numerical reasoning (this competency involves the capacity to solve numerical problems typical of those encountered in the business world).

2. Personality & EQ Assessments

The Personality assessments clarify personal preferences in terms of interpersonal style, thinking style and coping style. Potential strengths and development areas will also be given, relating to personality. Leadership styles, management team roles and subordinate styles will be given as well as career themes and influencing styles.

The Emotional Intelligence (EQ) assessment will assess the 15 various subscales linking in to emotional intelligence in the areas of Intrapersonal, Interpersonal, Adaptability, Stress Tolerance and General Mood.

3. Behavioural Competencies

A simulation exercises (either interactive or written) such as a Role-Play, Business Case Analysis, Presentation and an In-Basket simulate the work environment and tap into the various competencies that link to a competency model matching the job requirements.

A sample competency matrix is given below: