Psychometric Testing for Remote and Hybrid Workforces

Psychometric Testing for Remote and Hybrid Workforces

No matter your business, hiring the right people is always key. If your workforce is fully remote, certain personality characteristics can help or hurt camaraderie and effectiveness. In a hybrid setting, these personality traits become even more important.

Emotional Screening

Once you know that a candidate has the right training, degrees and certifications for your business, it’s time to consider the secondary traits that make up an excellent employee.

Psychometric assessments can help you determine the attitude of a prospective employee. Do they truly want to work remotely? If your potential new hire is energized by connection, they may struggle to be happy as a remote employee. This doesn’t mean that you need to hire a crew of nothing but introverts, but your social butterfly may be happier in the office for at least part of their work week.

Personal Beliefs

If you don’t screen the social media posts of potential employees, it’s time to start. The personal beliefs of your newest employee may make them an excellent fit or the odd person out even before they start work. Emotional intelligence is key in getting people to share their personal beliefs.

Because this area can be both challenging and litigious, the results of their Thomas Psychometric Testing can tell you a lot before you dig into Facebook and Instagram. The issue, often, is not the way that personal beliefs are expressed. Instead, the issue is related to how the personal beliefs of others are tolerated.

This information can be used both ways. If you have a team that struggles to onboard and keep people, the issue may be related to the personal beliefs of an existing employee. In such cases, psychometric testing for existing employees may be necessary along with training to boost awareness and tolerance.

Expression and Opinions

One of the hardest things for a passionate, hard-driving employee to do is take criticism. Giving criticism is also a challenge, and expressing a different opinion can also be tough. Your newest employees may respond well to these events, but you can prepare for any response by reviewing their psychometry testing results.

As you onboard people, make sure that their managers are well aware of their communication styles. Those who disagree with a method or the structure of a work assignment may have a hard time saying, “I think I can get better results by doing XX.” Speaking such truths to a new manager may be uncomfortable for a new employee. In such cases, it’s a good idea to make sure that the new employee is invited to

  • review the project
  • study the intended outcome of the project
  • offer recommendations regarding the work process

This can quickly become an effective training moment, either for the employee, the manager or the whole team.

Hiring the right people the first time can save a great deal of suffering and struggle. To make sure that your team doesn’t suffer a lot of disruptions, psychometric testing can help.