In today’s dynamic higher education environment, selecting the right leaders is more critical than ever. Whilst the financial cost of a bad hire is quantifiable, the impact on productivity, morale and reputation can be even more significant.
Research continues to show that employees who are aligned with the organisation’s mission, values, and behaviours are more likely to feel committed and engaged with the organisation. Psychometrics (e.g. personality questionnaires) help to explore a candidate’s preferred ways of working and this can be compared to the requirements of the role and organisational culture to ensure a strong fit.
Here are five ways in which psychometric assessments can further enhance a university’s recruitment strategy.
1. Making informed decisions
Gone are the days of relying solely on resumes and interviews. Psychometric assessments delivered by qualified occupational and organisational psychologists provide a scientific lens to evaluate candidates’ personalities, cognitive abilities, and emotional intelligence. These techniques can explore a candidate’s leadership approach and substantiate discussion through the use of well-validated psychometrics, helping to ensure that potential hires are not only qualified but also perfectly suited to a university’s culture, leadership expectations and unique needs.
2. Ensuring fit
Every university has a distinct mission and set of values – leaders must embody these principles to lead and deliver strategic objectives and future-proof the institution. A bespoke psychometric assessment will help to identify candidates who naturally align with an organisation’s core values, making the onboarding process a much smoother transition for them, their future teams and the university itself.
3. Hiring success
Standardised psychometric tests, such as cognitive ability tests, can be good predictors of job performance, especially in roles which require individuals to navigate highly complex environments. Organisations using psychometric testing report a 24% higher quality of hire, according to the Society for Human Resource Management. The research also suggests a significant increase in employee retention rates when these assessments are part of the hiring process. Good news all-around.
4. Building shared understanding
Psychometric assessments don’t just help in selecting individual leaders; they also build individual and team understanding in terms of preferences, style and capitalising on differences. By understanding each team member’s strengths and development areas, a balanced and effective leadership team can be built. This strategic approach ensures leaders complement each other, driving the institution towards collective success.
5. Embedding and tracking insights
Tracking outcomes and return on investment (ROI) is notoriously hard to do. Using 360-degree feedback tools such as Goal Mentor and Connection, universities can enhance and embed their feedback and development planning methodologies. These can be helpful additions to the support of successful onboarding for key roles.