In the last issue of this newsletter, we provided an overview of personality assessments. We defined what a personality assessment is and how it is used in practical ways during selection and career-development discussions. A personality assessment provides important insights to ensure individuals have found the right fit. The next logical step in this topic is what to look for when selecting a personality assessment system.

With the wide variety of assessment systems in the marketplace, it's beneficial to determine criteria when selecting an assessment system. Defining the criteria you want and need in an assessment tool will help you narrow your assessment choices and reduce your time in weeding through all the options. Here are some commonly asked questions designed to get you thinking about what criteria to establish before embarking on your search for an assessment system.

Does the assessment meet EEOC guidelines? Is it supported by validity and reliability studies? Federal law demands that tests or surveys used in the selection process not discriminate based on race, color, creed, religion, sex, national origin, age, handicap, or sexual orientation. Only consider an assessment tool that is highly invariant across race, sex, and occupation. Also, ask about the research supporting the tool including the validity (construct, content, concurrent, and predictive) and reliability studies (internal consistency and test-re-test reliability).

Can an individual "trick" the system or manipulate the results? Look for an assessment system with built-in measures that detect inconsistency, defensive or evasive responses, and attempts at favorable self-presentation.

We have a limited budget. What is the cost of implementing a personality assessment? Again, there are various options available. Some pricing strategies are based on a cost per report. This pricing strategy discourages consistent usage to a cost-conscious company. The most cost-effective solution is a system that is based on an annual subscription fee. This approach gives access to unlimited reports and pricing is typically based on the size of an organization. (For example, smaller organizations generate fewer reports and they pay a smaller fee.) By having unlimited use of reports, your organization will be likely to use it more rigorously and maximize the investment.

How easy is the system to administer? As companies do more with less people, an important consideration is how much time and administration is required to run the assessment system. A web-based system that is accessible from any location with an Internet connection allows instant access. Look for a system that automatically populates your database, doesn't require manual input, and provides reliable results instantly.

Will it be a positive experience? How much time does it take to complete the assessment survey? Assessments range from 15 minutes to 2 hours. Look for an assessment that is completed quickly, and provides the respondent with a brief snapshot of the results. This effectively relieves any anxiety about what the assessment revealed about the individual and will ensure a pleasant experience for candidates and employees.

Should we rely on external consultants to interpret the results or should we build internal expertise? Generally, relying on external analysts is more costly. For organizations that are moving toward a performance-consulting model, certifying internal experts makes the most sense. After all, people within your organization know it best, combining a basic knowledge of behavioral tendencies with an understanding of your company culture, management team, and employees will allow you to make a real impact within your organization. In addition, look for an assessment provider that is helpful and readily available to assist you when needed.

How can we get the most out of an investment in a personality assessment system? What other areas could it support? In addition to hiring, selection, and career development, look for a personality assessment system that has specific capabilities in succession planning, new-hire integration, teambuilding, and coaching. Look for a system that offers reports focusing on individual and team comparisons such as peer-to-peer, manager-to-direct reports, and entire teams. Insights gained from comparative reports are powerful tools and support increased understanding in resolving conflict and enhancing communication.

Blending the accuracy of personality profiling with the power of behavioral science, a personality assessment system provides objective, reliable, and valid insights useful in recruiting, interviewing, integrating new hires, coaching, succession planning, and building teams. It's a practical solution to help you put the right person in the right role so your organization can achieve bottom line results through increased employee productivity and reduce costly turnover through increased employee retention.