Objective Assessment

Evalion is the first company that introduced and applied, in Greece, the objective evaluation methods by using psychometric tools, establishing them in the assessment procedure of many companies.

What is the Objective Assessment?
The objective assessment is a structured and scientific method for the measurement of individuals’ potential or performance in the workplace.

Why is it important?
It is critical for an organization to seek out and recruit the best candidates who will perform well in a job and have future development potential. Selection means discriminating between candidates according to specific job requirements. The objective discrimination differentiates candidates on the basis of their attributes associated with the job requirements. If the discrimination of candidates is not based on relevant criteria or, in the case that the assessment methods used are unreliable, then, the discrimination of candidates may not be objective. The objective evaluation helps to hire talented people according to requirements, to reduce the recruitment and training costs, to increase efficiency, to retain high potentials in the organization but, also, to provide people with the opportunity to reveal their potential and add value to the organization.

How is this achieved?
Key role in the conduction of objective assessments is the measurement. A measurement to be objective requires an objective method/tool and an objective user.

Evalion, having more than 250 tools for the measurement of competencies, skills, personality, values, motivation and interests, provides a scientifically reliable and valid range of tests for all jobs levels. In addition, Evalion can train and certify HR executives on the proper use of tools and methods.

What are the main benefits of the Objective Assessment?

• Increases the efficiency of the recruitment process.

Identifies the less suitable candidates from the beginning of the recruitment process, so, that less time and money are spent for the recruitment process. Added to that, the competencies required in a job position are defined and “measured”, and, therefore, HR recruitment executives can be more accurate in their decisions.
• Leads to recruitment decisions based on detailed information for each candidate.

It is research proven that the objective assessment tools (psychometric ability tests and questionnaires) are more valid in relation of performance prediction than the interview alone (which depends, to a significant degree, to the skills of the interviewer). In other words, the information is obtained in an objective manner (and as a standard procedure to all the candidates) and the assumptions/decisions made can be thoroughly supported.
• We obtain information beyond the “obvious” skills.
The potential of people, which may not be easily observed during an interview, can be “measured”. Information is obtained in relation to the way someone behaves in the day-to-day work (competencies), which may prove to be as important as the technical skills.
• Contribute throughout the performance management of an individual in the organization.
It supplies the manager and the HR department with information on the potential strengths and areas of improvement of the individuals. These findings can be, then, handled properly, for those people recruited, achieving their development. Candidates perceive such procedures as more objective and fair, which builds up the positive image of the company to candidates and executives, in a focused and more effective way.