In the article we will talk about modern types of personnel assessment. Let’s look at how different techniques help companies improve HR processes, reduce recruitment costs, understand their employees and improve team relationships.Psychometric tests
Psychometric tests are a standardized assessment procedure that can be used to measure: competencies, professional and managerial potential, motivation, job satisfaction, propensity for unsafe behavior in manufacturing enterprises.

Typically, psychometric tests are contrasted with “author’s tests,” in which keys and norms have not been psychometrically validated. The reliability and validity of the authors’ tests have not been proven. The user of such a test can only trust or not trust the author as a specialist.We professionally develop tests and implement assessment results in companies: building business processes and effective communication with staff, creating management and project teams, and developing employees.

All HT Lab methods are developed in accordance with the English testing standard , under the scientific guidance of Doctor of Psychological Sciences, Honored Professor of Moscow State University. M. V. Lomonosova A. G. Shmeleva. If you would like to try a test assessment in your company, please contact us.Psychometric tests can measure only the parameters that a company needs to avoid collecting irrelevant information. Testing is suitable for assessing different categories of employees. Let’s look at examples of tests developed by our company:

The “Big Five Competencies”, “FrontStaff” and “BackStaff” tests are suitable for recruiting personnel for mass positions. These techniques can be used to assess basic competencies, intelligence and personality.
The “Leadership Five Competencies” test is one of the ways to analyze candidates for the positions: product manager, department head, entrepreneur, startuper, anti-crisis manager. The methodology assesses the potential to demonstrate the competencies necessary for managers to develop and manage projects.
The Business Profile test is used for a comprehensive psychological and business assessment of managers or specialists. The test simultaneously assesses motivation, intelligence and personality. This approach increases the accuracy of the analysis and allows you to obtain maximum information about a person’s capabilities and inclinations.
The universal tests “ProfIQ” and “ProfIQ+” are suitable for diagnosing the intellectual abilities of employees or applicants at the middle management level.
The “SafetyProfile” and “SafetyStart” tests are intended for the selection of workers at hazardous production facilities (hazardous production facilities). The report based on the testing results forms a forecast of unsafe behavior and provides recommendations for the prevention of injuries in the workplace.
Test Assessment
“Test-Assessment” is a hybrid technology that consists of two stages: comprehensive psychological testing and the experience of a real expert – a competency interview. The technology is used to evaluate the management team and key employees.

During the procedure, testing objectively evaluates the candidate, and an interview with an expert adds a human factor to the study. Thus, “Test-Assessment” determines the observed and potential levels of development of competencies. The technology is useful for companies to assess the competencies of the management team and top management, to form a personnel reserve, create project teams, identify HiPos, plan training and development programs for managers and key employees.KPI method
The key performance indicator (KPI) method evaluates the ability of personnel to achieve the company’s strategic and tactical goals. The process evaluates real achievements in a specific position for a specific period. For the procedure, evaluators select 5-7 indicators to be analyzed. The immediate supervisor gives his scores for each indicator, and then the average performance coefficient is calculated. If it is more than 100%, this is high performance; if it is less, then you need to look at what indicators are declining.

For employees, KPI is a clear tool for assessing their performance, and for managers it is a way to improve the work of their team. Among the disadvantages: a significant expenditure of time and money on the procedure; different methods for calculating individual indicators, which makes the result less objective.Career Dialogues
Career dialogues are used in conversations between a manager and subordinates to improve work results, identify work motives, and the general mood in the team. It is recommended to conduct dialogues once a quarter. It is better if the conversation takes place in an informal setting, in a cafe or in a relaxation room.

For company management, communication allows them to get to know their subordinates better, build trusting relationships, and also respond in a timely manner if the mood and efficiency of the team begins to decline. For an employee, career dialogues are an opportunity to talk about their motivation and satisfaction with their current job, share their goals for vertical or horizontal development, and receive feedback. This method is suitable for companies with open communication. If there is no trust in the team, speaking practice becomes meaningless.

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Questioning
Questionnaires are used when hiring personnel. The questionnaire includes open-ended questions to which you need to give a detailed answer, for example: desired salary, preferred schedule and work format (remote, office, hybrid format), what brings satisfaction in work; what the candidate would like to develop or gain additional knowledge in.

Questionnaires can also be used as a corporate survey to collect opinions. For example, to find out how employees feel about the company: whether they are satisfied with the working conditions, whether they feel discomfort in any way, whether they would recommend the company to their friends. To get an honest opinion, it is best to conduct the survey anonymously. Otherwise, the fear of dismissal or deterioration of relations with superiors may be triggered, then the person will not openly share his opinion.

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