Personnel selection
The objective of personnel selection is to hire the best calibre people into the organization. Bad hires are very costly in terms of the following costs:
- Cost of hiring including advertising and recruitment;
- Lost productivity;
- Cost of rejects, material wastage, machine damages and accidents;
- Cost of tardiness, absenteeism, medical fees and turnover;
- Training Costs;
- Cost of time in managing, counseling and coaching the bad hires to produce results;
- Cost of replacing bad hires with the right person;
- Cost of termination including litigation costs and pay out arrangements;
- Cost of compensation packages including benefits for the period of employment;
- Indirect costs of bad influence on other employees when the reward system is across the board causing employee dissatisfaction.
Chances are when you hire good performers, they pay for themselves many times over and this puts PROFIT on your company’s bottom line! Bad hires, on the other hand, not only cost you the price of salary and benefits, they cost you training, cost of manager time, lost opportunities, lost customers and more.
The old tradition of hiring and selecting looks into the eligibility criteria such as resume, recommendations, qualifications and experiences. The risk of hiring a wrong candidate is very high. The candidate may be eligible but may not be suitable for a particular position. The suitability criterion ensures that the right person is hired for a specific position. The suitability criterion looks into the motivation traits, personality traits to carry out their duties and responsibilities, competency, job fit, work preferences, and many more.
In today’s global environment, it is imperative and crucial for organizations to use psychometric personality tests to identify motivational traits, characteristics and competencies to hire potentially high performers to have the competitive edge over their competitors. The main purpose of psychometric tests is to screen out potentially problematic candidates.
Unfortunately, according to research most of the psychometric tests available in the market at most have a predictive value of about of 55% accuracy. Despite the 55% accuracy, multi- national organizations are willing to spend large sums of money on assessment tests to minimize the risks of bad hires and put people in place. The predictive value of the tests is affected by limiting the development of tests based on one or two theoretical constructs, putting a number on the typology of personality and poor instrumentation using a fixed forced choice and ranking a set of items in its instrumentation to measure human differences.
With the advent of KYKO Psychometric Personality Test, an instrument developed from multiple theoretical constructs with a typology of infinite personality types and a good instrument using Likert scale of 1-7 to identify human differences, the predicted value is greatly enhanced to above 85% accuracy leaving the 15% error to address the blind self and central tendency errors.
KYKO Personality profile is a five dimensional model via:
- Self- Actualizing dimension
- Egocentric dimension
- Sociocentric dimension
- Security dimension
- Manipulative dimension
The Self-Actualizing dimension measures the qualities of a person with a high need or desire for achievement, growth, and fulfillment and to find meanings in life. Candidates scoring high in this dimension are classified under the normal personality type (normal means candidate with positive thinking, feeling and doing) while those with a low measure are classified as neurotic (negative thinking, feeling and doing). According to Sigmund Freud, normal personality types are relatively healthy in their mental and psychological dispositions while those who are neurotic are relatively unhealthy.
A candidate with a normal personality has a strong desire for achievement. The candidate is therefore goal and result oriented, responsible, committed, trainable, motivated, trustworthy and are willing to work long hard hours to produce the bottom-line.
On the contrary, a candidate with low need or desire for achievement tends to avoid responsibility, has low work commitments and works grudgingly at a slow pace.
A candidate with a high need and desire for growth takes initiative to seek knowledge, skills and competencies while low self-actualizing candidate lacks the initiative for self improvement and is reluctant to seek new skills, knowledge and competencies.
A candidate with a high desire for fulfillment works for the joy of working and gets satisfaction out of doing a great job. Such a candidate is self-motivated, enthusiastic, energetic, and works at a fast pace.
A candidate with a low desire for fulfillment finds work boring, lacks motivation and enthusiasm and works grudgingly at a slow pace.
A candidate with a high need to seek meanings in life is ethical, trustworthy, reliable, and possesses good values in life.
A candidate with low need to seek meanings in life lacks principles, integrity, ethics, and values, and is prone to temptations.
KYKO Psychometric Assessment Tools measure the high and low of the self-actualizing dimensions on the Likert Scale of 1 to 7. The measures derived from the scores of the Likert scale of this dimension determines the following personality types:
High Self – actualizing
- Normal personality type
- Potentially good performers
Fairly Self – actualizing
- Fairly normal type
- Potentially fairly good performers
Average Self – actualizing
- Normal – neurotic type
- Inconsistent or erratic performers
Fairly low Self – actualizing
- Fairly neurotic type
- Potentially fairly marginal performers
Low Self – actualizing
- Neurotic type
- Potentially marginal performers.
Under the findings in the report, Potentially Good Performers are strongly recommended, Fairly Good Performers are recommended, Erratic Performers are under consideration while Fairly Marginal and Marginal Performers are disqualified from selection.
KYKO Psychometric tests are customizable to identify the best candidate for a specific position. A customizable product requires the organization to send in the requirements of specific positions including:
- Position
- Motivational traits required
- Duties and Responsibilities
- Competencies required
- Leadership qualities desired, etc.
Below are 3 screen shots on an example of KYKO for selecting the right candidate in a customized product. [Screen captures coming soon …]
Notice that the personnel selection is based on the candidate’s personality formula of the five dimensions supported by existing psychologists of personality theories. KYKO Personnel selection is determined by the candidate’s personality formula and is free from human bias.
KYKO has developed a 2-day accredited program for human resource personnel on the use of KYKO Personality Test for Personnel Selection. The program is designed to enable participants to interpret KYKO formulae, reports and the processes of hiring the best calibre candidate in personnel selection. Attendees will be KYKO certified and qualified to hire candidates for their organization.