FREQUENTLY ASKED QUESTIONS
Why use assessments?
- We are all biased and bring those biases to the interview or when we are evaluating people. "Gut feel" can be valuable, but assessments are far more accurate and valid. They provide far more information than we can deduce through "gut feel".
- 90% of what is known about human psychology has been discovered in the last 10 years. Assessments are far more advanced, and the accuracy far better than 10 years ago.
- Using assessments that are workplace-developed and not just in the clinical setting is the key to accurate information. Zenith’s instruments are all workplace-developed.
- People wear "masks" and some people are very good at disguising their behaviour. If they are to be successful in the job we must evaluate with accuracy how they are going to perform, where we need to develop their talents, and take note of their weaknesses. Only valid assessments can accurately measure talents and weaknesses.
- Not using assessments is akin to throwing the dice when selecting people for jobs or trying to decide reasons for poor performance. Throwing the dice leads to mis-hires and poor performance.
What assessments should I use?
There are literally hundreds of behavioural profiles available today, ranging from simple to sophisticated. We do not recommend behavioural profiles be used on their own for evaluating or selecting people.
A person's ability to do a good job goes far beyond the scope of a behavioural assessment. Other factors need to be considered, such as work history, background, and educational training. Attitudes, personal talents and abilities should all be considered.
Zenith's unique reports accurately measure the four key areas of successful performance:
ES (external skills) + IA (internal abilities) + Attitudes + Behaviours = Successful Performance
Aren't these just personality tests?
Emphatically no! Personality extends way beyond the scope of any one assessment. Personality consists of everything that we are.
What do the assessments measure?
The Hartman Value profile is very different from other assessments you will have seen or heard about.
It measures our capacity to value or the abilities we have to to organise our thinking and emotions to make decisions or value judgements; to see and filter what is happening around you and in you; to build concepts and ideas by focusing on what is important to you; and to translate your ideas and expectations into decisions.
These three key activities are the keys to understanding how we all make decisions.
Why should I use your assessments?
- Accuracy and validity is key: the instruments that Zenith use compare favourably to other instruments in the world today.
- Most of the competing instruments in the marketplace measure only the high side of behaviour. We measure both highs and lows and the correlation between both. Strong correlation provides a far more accurate picture of predicted behaviour.
- Many assessments today are subjective and based on social science. The Personal Talent Skills Inventory™ is from deductive science (just as physicists, doctors, statisticians and engineers are always comparing the implications and applications of their theories, formal axiology does the same. All other branches of the social sciences (philosophy, psychology, sociology, anthropology etc) are inductive rather than deductive).
- The depth of knowledge harnessed when Behavioural Style Analysis is combined with Workplace Motivators™ and the Personal Talent Skills Inventory™ is second-to-none in the world today.
How do I interpret the information?
Interpreting the information to the workplace is vital. Many assessments in the market are from a clinical setting, yet Zenith's are designed for the workplace. Our consultants are experienced, trained and certified in the interpretation of the information and how it applies to successful performance at work. All of our assessments are easy to read, understand and apply.
Aren't these tests complicated and hard to use?
Not at all. In this instance, technology is our friend. Setting up an assessment is easy, quick, and takes very little management. The information is available within seconds anywhere, anytime, through our patented Internet Delivery System.
Why should I use an assessment when the job market is so tight?
The reality of hiring in today's tight market is that quality candidates are often difficult to find. This can cause frustration for businesses and can lead to mis-hires. That's why a tight market is precisely the BEST time and reason to use assessments. If "hiring the best people" is an important principle for your business in good times, then this principle is equally, if not more, important in challenging times. Assessments will tell you what person is going to bring to the job, where the gaps are and where you will need to train, coach or mentor. If the assessments confirm that you should not hire, then why take the risk?
What if I employ a less-than-perfect person?
While no person will be absolutely perfect for a particular role, there are ways in which Zenith can help to develop new talent, so that they are productive in your business as soon as possible. Pre-employment assessment will identify potential gaps in performance, which can be targeted and developed using our Employee Development Programme.
Do these assessments cost a lot of money?
Emphatically no. In the past, many assessments in the market were expensive and were only available to large corporates and organisations. Today, the relative cost is very low. CAUTION: You get what you pay for. Be wary of assessments with rock bottom prices. Validity and accuracy come with a higher price. Zenith only use assessments that meet high validity and accuracy standards equally comparable or better than any other assessments in the marketplace.
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