Training and Development Courses and Qualifications by The BCF Group

Paradigm® Business Psychometric Profilers

The psychology for success plays a big part in the successful outcomes of many of our coaching interactions. In order to understand our personality and what motivates us, there is no better tool than a robust psychometric report. It is a great point of reference for an individual or team to then adapt and develop natural tendencies and receive support with any weakness to become successful.

Paradigm reports have helped major companies in establishing or improving their in-house assessment systems. This has been achieved by improving performance through getting the right people into the right jobs, retaining and motivating them in the right way, and developing them in the right direction.


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What Can They Do For Me?

Paradigm reports have helped major companies to establish and improve in-house assessment systems by:

  • Evaluating job applicants-getting the right people to the right post
  • Improving performance-identifying peoples strengths and developing areas
  • Retaining, motivating & recognising leadership potential
  • Identifying promotional readiness
  • Developing peoples' potential

Why Choose Paradigm®?

Some of the main reasons for choosing Paradigm® business psychometric profilers include:

  • Clarity and jargon free text
  • Graphical representation on all your tailored paradigm reports
  • Accessibility- receive access to your report online
  • Feedback and coaching - to offer personal insight
  • Accuracy - a broad personality inventory developed for human resource management
  • Our assessments contain 336 items measuring on 26 primary scales
  • Serve the growing demand for professional coaching and career development

Paradigm® History

Paradigm FiTiN™ is based on the International Personality Item Pool (IPIP) and multiple personality constructs created by Lewis R. Goldberg, Ph.D. at the Oregon Research Institute (Goldberg, 1991)*. This item pool has been used in the construction of a range of assessment tools for the US Airforce and for corporations in the US and in Europe. The IPIP-NEO inventory has been administered to more than 200,000 people all over the world by Professor John A. Johnson‡, and is becoming one of the most popular Five-Factor personality inventories.


Notes

*Dr. Lewis R. Goldberg, a senior scientist at Oregon Research Institute and Professor Emeritus at the University of Oregon, serves on the editorial board of the Journal of Personality and Social Psychology, Personality & Individual Differences, the European Journal of Personality, and the Journal of Personality Assessment. He has more than 100 publications in the field of personality psychology.

‡Dr. John A. Johnson is professor at the Pennsylvania State University; his main research field is personality tests during personnel selection. He received award from University of Bielefeld, received the Provost's Collaborative and Curricular Innovations Special Recognition Program Award, received first place of STAR Project Award and received Alumni/Student Award for Excellence in Teaching. Besides numerous publications in journals, he also published a book: Hogan, R., Johnson, J. A., & Briggs, S. R. (1997). Handbook of personality psychology. San Diego: Academic Press.

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What is Psychometric Testing in Business?

Psychometric testing in business is a way of understanding a person's way of thinking, their behavioural traits, and their overall personality and ways of dealing with situations.

Unlike knowledge levels which can often quickly be determined by seeing what qualifications and past training an individual has undertaken, or past experience which can be seen on a CV, a psychometric test will allow a manager to obtain a good insight into the character of their current or potential employees.


Why Use Psychometric Tests in Business?

As alluded to in the last sentence in the paragraph above, psychometric tests are quite often performed with prospective job applicants. Typically, a shortlist of applications will be made after rejecting those who do not possess the quantifiable requirements, such as a minimum level of qualifications or experience. Once this is done, and the recruiter is left with a number of fairly similarly-qualified applicants, they can then ask each person to complete a psychometric assessment.

Depending upon the quality of the psychometric assessment used, it should provide an invaluable insight into various cognitive aspects of each person. This can give the hirer an in-depth look into aspects and questions such as:

  • How each candidate is likely to respond to particular scenarios (e.g. angry customers, demanding deadlines etc)
  • Can they motivate themselves, or will they constantly need motivating by a manager?
  • Will they respond best to rewards such as financial incentives or to discipline and threats (the "carrot and stick" motivation method)
  • Are they a team player, or do they prefer to work alone?

The impact of wasted time and money as a result of employing the wrong person for the job can be large, not to mention the negative effect in can have on existing employees who may have been highly productive up until the new person came on board. This is why it is so important to hire the right person first time round, and why psychometric testing can play such a major part in achieving this goal.


Psychometric Tests on Existing Employees

Of course, psychometric testing does not have to be done solely on potential new recruits. In fact, a surprisingly low number of managers- who often use such tests in some form when recruiting - do not even consider the idea of using psychometric tests on their existing employees.

Typically, this is because they feel that they already know what they have got in terms of a worker, how good they are at their job, how well they work with those around them etc. In reality though, they are probably missing out on a great deal of vital knowledge which they could use to get much more out of that person. Even if they underwent a business psychometric test during the interview process when they were first recruited, the way they think now that they are actually in the job role my be significantly different to when they first started.

Psychometric tests for current employees are frequently used in conjunction with business coaching. A business coach can either be the employee's manager, or an external business coach who can see the business and its people through an unbiased pair of eyes (Related Page: Internal of External Business Coach?

By working with the employee, and using a combination of business coaching and psychometric assessments, the coach can identify what is holding an employee back from achieving their optimum output, and what methods and incentives would get them to produce more, without risking things going the other way and the employee being further discouraged.

Conclusion

Psychometric assessment tests are a key tool for managers to use in order to find out what really drives potential and current employees, and what makes them tick. By acquiring this knowledge, they can hire candidates who are much more likely to be a good fit for the business. They can also make changes and introduce incentive plans with much more confidence now that they have a far better understanding about how existing employees will react and work in such a changed environment.

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