The Myers Brigg Type Indicator, Devine Inventory, Profile XT — there are a dozen well-known and frequently used aptitude and personality tests. Each one on its own, however, only reveals an aspect of each job candidate.
In its white paper, Select International, a firm specializing in employee hiring and management, emphasized the interaction between intellectual abilities, personality and decision-making styles to reveal a person's most accurate performance profile.
The use of one performance test is especially ineffective at the executive level. "While research shows that general cognitive ability — versus personality — is the best single predictor of success at the senior levels, there are other factors, in addition to 'gray matter,' that can make the difference between achieving results and failure," according to the white paper.
In some assessments, experts from Select International have seen executives who have "wonderfully balanced personality profiles and tremendous communication skills but are not cognitively able to handle the next higher level job." While these people are often promoted due to their strong personality and communication skills, they have cognitive limitations that often go unrecognized.
In general, Select International recommends a combination of tests to best assess executives' performance. These include multiple personality tests, cognitive assessments, leadership measurements and strategic analysis exercises. Once the test-taking is complete, the organization should conduct in-depth interviews for context and analyze areas of strength and concern further. Assessors then prepare reports that focus on the candidate's short-term and long-term potential for success in the organization.
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In its white paper, Select International, a firm specializing in employee hiring and management, emphasized the interaction between intellectual abilities, personality and decision-making styles to reveal a person's most accurate performance profile.
The use of one performance test is especially ineffective at the executive level. "While research shows that general cognitive ability — versus personality — is the best single predictor of success at the senior levels, there are other factors, in addition to 'gray matter,' that can make the difference between achieving results and failure," according to the white paper.
In some assessments, experts from Select International have seen executives who have "wonderfully balanced personality profiles and tremendous communication skills but are not cognitively able to handle the next higher level job." While these people are often promoted due to their strong personality and communication skills, they have cognitive limitations that often go unrecognized.
In general, Select International recommends a combination of tests to best assess executives' performance. These include multiple personality tests, cognitive assessments, leadership measurements and strategic analysis exercises. Once the test-taking is complete, the organization should conduct in-depth interviews for context and analyze areas of strength and concern further. Assessors then prepare reports that focus on the candidate's short-term and long-term potential for success in the organization.
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