Blog

Articles, tips and expert advice

You are here

Boost your HR decision making through multi-criteria assessment

08 Aug 2018

Boost your HR decision making through multi-criteria assessment

Objective and reliable decision-making is based on the quality of the information we gather. When assessing people, the information related to their potential is by nature invisible to the naked eye. To understand what motivates a person, how they will react in a stressful situation, how they will adapt in a new work environment, what decisions will they make as a manager ... this submerged part of the potential is hard to pinpoint just by reading a resume or a face-to-face interview.

A multi-criteria assessment approach provides objective and complementary indicators of people’s potential, thus the resulting decision is more reliable.

This is the case for recruitment, but also for any HR process involving talent management choices, such as internal mobility or individual development plans.

Since its beginnings, Central Test recommends a multi-criteria approach in assessment. The idea is to combine different assessment tools. For example a personality test, a reasoning test and an emotional intelligence test, in order to have a 360-degree view of people’s potential.

To facilitate the interpretation of these assessments, and to avoid evaluators juggling between different reports, we have developed a unique tool that condense this approach.

Based on a Smart Data algorithm, the TALENT MAP facilitates the cross-interpretation of results of several tests in a single behavioral and job profile, thus allowing a more predictive matching of potential.

For example, if one is interested in negotiation skills, the TALENT MAP  will calculate the key factors related to personality, and also to interests or emotional intelligence. So the evaluator will be able to go further in the understanding of facilitators and limitations related to the negotiation skills.

If one is interested to predict overall success, just the assessment tools will not be enough. That’s why it is important to analyse for the specific skills and criteria required for a position; to avoid hiring clones and putting  people in positions that they aren’t fit for. 

So,  the more relevant and objective criteria you have, the more reliable and predictive and successful the decision making will be.

Discover the benefits of multi-criteria assessment