Helix and how to select the 'BestFit' candidate
Psychometric assessments are well placed to tell us about a candidate’s future potential in a role. Through assessment we can predict an individual’s differences compared to the average when it comes to thinking, relating with the others, and delivering work. We can also compare two candidates. To select the candidate with the best fit for the role, Chandler Macleod Consulting takes three factors into consideration through our ‘BestFit’ model.
Behaviour
Defined as competencies, successful performance and achievements are an outcome of the behaviours demonstrated by employees. By using competencies, we define behavioural anchors that are both observable and measurable. This provides a point of reference for employees and managers to guide future development, evaluate importance, and select individuals based on their competency potential.
Person
An individual’s potential for demonstrating the key competencies required for a role is defined by their personal motives, values, and preferred styles of working (as they most often relate to personality traits). In the process of selecting people or assisting people to fulfil their competency potential, we assess the factors that are likely to support or hinder their performance in a given competency domain.
Environment
A person’s potential for success is finally shaped by environment. An environment that does not reward or encourage someone to express their preferred ways of working or asks them to compromise their motivations and values greatly reduces the likelihood their competency potential will be reached. Within organisations, environments conducive to employee success are created through consistent and cultivated systems, processes, mind-sets, and guiding principles.
What about traditional hiring methods?
Resumes and interviews may be a great measure of?past performance?but may offer little in terms of understanding how that person will perform in a new job role, a new environment, a new team, or perhaps as a more senior leader.
Instead, it is better to rely on something suited to predicting?future performance?which is where psychometric assessment and assessments of personality and ability come in.
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Modern day assessments of workplace personality are designed to predict likely workplace behaviours based on the ‘strength’ of someone’s personality. Leveraging this information gives you advanced insights in to how someone is likely to behave and perform on the job.
Introducing, Helix
Helix measures a person’s 'BestFit' for a role as we described earlier. That is, a person’s motivation, attitudes, preferences and mindsets required to successfully perform the role.
Helix has 206 questions measuring 36 traits and takes approximately 20 minutes to complete. The Helix tool is reliable and predicts someone’s skill or competency as later rated by their supervisor or colleagues. Participants respond to statements asking about their behaviours, emotions, and preferences (e.g., “I am usually full of new ideas”, and “I enjoy tasks more when I am part of a team”) on a scale from Strongly Disagree to Strongly Agree).
We at Chandler Macleod Consulting are proud to have developed our assessment Helix which outperforms many of the better-known assessments not only in the Australian market, but globally.
So why Helix?
It compares favourably to other personality assessments in several ways:
Gone are the days of complex technical reporting. Today, our reporting output gives clear guidance on areas of strength, development, and if your candidate is the?'BestFit'?for the role. Designed for hiring managers and employers, our assessments and consulting advice support you to make faster more confident hiring decisions driven by data.