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5 Components of an Employee Psychological Assessment

5 Components of an Employee Psychological Assessment 2018-11-01T00:02:16+00:00

Employee Psychological Assessment Components

  • Impartiality
  • Studying
  • Employee Engagement
  • Mental Fitness
  • Problem Solving

When a company is looking to hire a new employee, one of the ways to minimize potential problems is to have an employee psychiatric assessment take place. This can give employers an idea as to what to expect from a new hire. In some cases, it can actually help prevent the wrong employee from even being hired. The assessment is usually the product of trained professionals in industrial-organizational psychology putting together a questionnaire designed to highlight certain areas of personality and reasoning.

Ranking: Top 10 Ph.D. in Industrial-Organizational Psychology

1. Impartiality

For some businesses, the best course of action is to use an outside company to conduct the psychological employee assessment. This reduces the risk of any claims of bias during the testing process. In addition, outside companies have highly trained professionals that can detect problem areas that might fly under the radar of someone who isn’t as well-trained.

Another reason to use an outside company that has been trained and certified is to ensure that the testing does not violate the Equal Employment Opportunity (EEO) guidelines within the test. As mentioned in Forbes in the article entitled “Pre-Employment Testing: A Helpful Way For Companies To Screen Applicants,” that is one of the key issues when conducting a pre-employment test.

2. Studying for the Assessment

A New York Times article by Marci Alboher addressed the issue of psychological employee assessments in the workplace and mentioned that potential applicants might actually find out which tests will be administered, prior to the actual interview. Since some of the tests are standard tests, it is possible to actually prepare before the assessment in order to skew the results into a favorable hiring position. On the other hand, some of the assessment tests contain questions that have no “right” answer. They are simply used to determine an aspect of an applicant that the company might find useful.

3. Employee Engagement

During the psychological employee assessment, one area the examiner focuses on is “employee engagement.” Learning whether or not an employee is likely to be engaged with the hiring company can be the difference between a team player or someone who might not fit in with the company culture. According to an article in Forbes, “Employee Engagement Is Not Just A State of Mind,” employee engagement is a genuine psychological state. The more engaged an employee is, the higher the performance level and the stronger the productivity of the company can be seen.

4. Mental Fitness

It’s important to understand the assessment adopted using industrial-organizational psychology tools is not designed to determine whether or not an applicant is sane or not. In other words, if an applicant doesn’t pass the assessment, it has nothing to do with the applicant’s mental fitness. It simply means the applicant does not meet the standards the company has chosen to use when conducting an assessment.

5. Problem Solving

Another aspect of the psychological employee assessment is finding out an applicant’s problem-solving abilities. This is done with the Kolbe Index and actually helps determine the stability of an applicant’s problem-solving capabilities. This test actually stands apart from any sort of intelligence testing, personality highlighting, and even educational background.

When it comes to finding the right applicants, businesses and organizations want to hire individuals who will fit the needs of the company in the most efficient and least disruptive way. The use of psychological employee assessments is a tool that can be used to augment the interview process. Other factors in the interview process, however, also play key roles.