Seems pretty straightforward, right? Your selection assessment measures Integrity, you should have higher integrity. Want better cognitive ability, you’ll want a cognitive ability assessment. However the many shapes, sizes, colors, and variants assessments come in, assessments often include at least one or more competencies.
There are a few reasonable expectations any organization can expect when going from no assessment, to a validated, competency-based assessment:
1) Need for communication and change management: Assessment implementations do require some communication, because … well … people are generally much more accepting of change if they understand the reasons behind the change, and even more accepting if they are involved in the process in some way. One way that I often frame the message with current employees is by saying that “this assessment is going to help bring on more qualified people, who will ultimately make your job easier. It may seem different right now, but we are making this investment because we are committed to you the worker, and have pride in our organization.” I actually have never heard a negative rebuttal to that. The best part about it is its true.
2) Decreased involuntary turnover –Involuntary turnover, the act of terminating someone for cause, stands to improve because individuals who struggle on the job, have bad attitudes, or just can’t show up on time are all a factor primarily anchored by their personality. Screening out individuals with especially low scores in related personality traits guards the organization from toxic employees.
3) Objectivity – There’s something to be said about a “gut reaction.” Our gut can often point us in the right direction, but our intuition is often clouded by a number of factors that may cause us to overlook what’s in the best interest of the organization. By including an assessment in the prior steps, it greatly increases the odds that the potential “problem workers” are out of the process before they can attempt to woo you by reciting their “how to ace an interview” training manual.