Most managers have experienced interviewing someone
and employing them only to find out that they weren’t
what they appeared, often with disastrous and expensive
consequences.
Formal personality assessment by Odin will significantly
minimise the risk of the employee not being successful.
It can also be very useful in employee development,
succession planning and team building.
The standard Odin assessment process involves 5 phases;
1. Prevue™
Benchmark
Good human resource decisions should start with determining
whether the abilities, interests and personality traits
of job candidates match those required for the job for
which the candidates are being considered. This can
be accomplished by creating a profile or "Benchmark"
of the features that a organisation's experience has
confirmed is required for the job. It demands careful
consideration of the actual requirements of the job
before evaluating candidates, interviewing them and
filling the job.
2. Testing
Candidates will complete a series of timed and un-timed
online tests. These tests include;
Abilities:
- Working With Numbers
- Working With Words
- Working With Shapes
and of course, Personality.
Odin is the Australian distributor of the Prevue™
Assessment System, widely regarded across the world
as one of the most valid and reliable tools of this
kind. Further details of the system can be found; by
clicking the logo below;
3. Assessment Meeting.
Candidates will participate in an in-depth meeting with
an Odin consultant. In this meeting the consultant will
seek to verify (or not) the profile results from the
paperwork. Candidates will be given full feedback on
their results but not the final recommendation.
4. References
Third party cross checking of the candidates profile
is carried out where appropriate. This may be with their
current manager if the assessment is for internal reasons
or it would be with candidate’s referees if they
are external to the company.
5. Reporting
A detailed report is prepared that compares the candidate’s
profile to that which was determined at stage 1. This
will generally be presented and discussed in person.
Assessment tests can be altered to suit a particular
client’s specific needs. For example, Mechanical
Reasoning can be tested for those being considered for
mechanically based roles.
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