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Personality Assessments - They Still Don't Get it
On the heels of these three articles: * Personality Assessments for Sales - The Definitive Case Study * Exposed - Personality Tests Disguised as Sales Assessments * Sales Assessments vs. Personality Assessments Episode III - The PHD's Strike Back I got the following email forwarded to me. As you read it, just look at the descriptors that the client is referencing in the personality assessments - they are not sales descriptors so, in essence, we have another examples of an assessment that claims to be measuring one thing but is actually measuring another:
Are You The Perfect Fit For Your Role?
Last week I arrived home from a conference to an email inbox that was very full. I spotted an email with a subject line reading: Behavioral Test. Never mind that they’re not called tests. It’s a survey that spits out an assessment of a person's natural behavioral style. There are no wrong or right assessments.
Successful Recruiting System
How do you create a successful recruiting system for your company? Follow these 9 steps to find the right candidate.

Other behavioral assessments Related Articles

Are You The Perfect Fit For Your Role?
Last week I arrived home from a conference to an email inbox that was very full. I spotted an email with a subject line reading: Behavioral Test. Never mind that they’re not called tests. It’s a survey that spits out an assessment of a person's natural behavioral style. There are no wrong or right assessments.
Top 5 Reasons Why the OMG Sales Assessment is More Predictive
I was asked why Objective Management Group's (OMG) assessments are so much more predictive of sales success and future performance than behavioral styles assessments and personality assessments. There is more than one answer to this question and I'll try to explain the top 5 answers...[read more]

Social Emotional Intelligence in Leadership
Leaders and entire organizations have discovered that success in the workplace has significantly less to do with intelligence or core job competencies and more to do with emotional and behavioral intelligence. The best technicians and the most brilliant team members will often end up with the highest degree of dysfunction when their emotional intelligence is very low. The fattest human resource files have very little to do with job knowledge and generally, have a great deal to do with poor behavioral adaptation and emotional intelligence.
Tale of Two Assessments - Comparing the Value
A potential client wanted to know how Objective Management Group could justify the cost of a 25 person license (unlimited assessments for one year or 25 salespeople hired for $18,000) versus a $3500 per 100 assessment price for DISC. There are several factors here but they are all worth noting. Read More
Personality Assessments - They Still Don't Get it
On the heels of these three articles: * Personality Assessments for Sales - The Definitive Case Study * Exposed - Personality Tests Disguised as Sales Assessments * Sales Assessments vs. Personality Assessments Episode III - The PHD's Strike Back I got the following email forwarded to me. As you read it, just look at the descriptors that the client is referencing in the personality assessments - they are not sales descriptors so, in essence, we have another examples of an assessment that claims to be measuring one thing but is actually measuring another:
Testing times when recruiting ‘good’ salespeople
When I consider how I spend my time professionally, I find it is often devoted to demystifying two things: 1. What is ‘good' selling? 2. The proper use of psychometric assessments, especially in sales recruitment Having written on the former on many occasions, I would like to dedicate this space to the latter - the proper use of psychometric assessments in sales recruitment.
Are you making the most of Psychometric Assessments?
Many of us actively recoil when we see the words ‘Psychometric Assessments’. This may be due to fear of the unknown, seeing them as ‘tests’ or just tedious questionnaires. While you would not be alone in this, we on the other hand are advocates (of the right Assessments). At Barrett, we spend much of our time demystifying what Assessments actually are and how businesses can benefit from using them. So even if you have been brave enough to use Assessments, most people do not know how to get the most out of them. Often the Assessment process is seen as an isolated event with the final report being put on the shelf or in a draw out of sight and out of mind.
Choosing Employee Assessments - Hand Scoring by Experts Still Safeguards Validity & ROI!
Employee assessments are everywhere. With a wealth of employee assessments emerging, the right assessment can seem as elusive as the proverbial "needle in a haystack," yet absolutely worth the diligent hunt. Best practices deployment in this specific arena increases human capital ROI by tenfold plus. The bottom line results of assessments gone right is not contested, and we stand firm that every candidate hired, trained or promoted without this proper intelligence is a profit opportunity missed. And coming from staunch advocates of progressive technology... computers are no replacement for hand scoring. A five criteria process, the following roadmap guarantees ROI and avoids common pitfalls.

Mastering Job Interviews Using the SOAR Answer Model
Make a great impression on your interviewer by mastering artful responses to behavioral job interview questions. The S.O.A.R. Answer Model is helpful for preparing for interview questions as well as keeping you focused in the interview while answering questions, especially behavioral questions.

Behavioral Tips and Interview Questions
Today, most employers are using behavioral interviews instead of the traditional personal interviews for selecting the candidates. Behavioral interviews are the interviews where the candidate is given any situation and interviewer will ask the candidate about his reaction if he were in that particular situation. That means, the behavior of the candidate is reviewed in such interviews.
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