Working with psychometric profiles – do’s and don’ts

According to the recent CIPD report ‘investigating the untapped potential of UK skills’ 88% of employers say communication skills are either ‘fairly’ or ‘very important’ employee skills. Meanwhile 85% say the same thing about team working skills. But how do you quantify those skills? The problem is these so called ‘soft skills’ are notoriously difficult to measure or capture. It just so happens psychometric personality tests claim to help measure communicative and behavioural skills. But do these profiles work or are they just gimmicks and if they do work what are the basic lessons we need to be mindful off?

For the purposes of this blog I will write predominantly about DISC which is one of the most commonly used psychometric tests.

How does it work?
Psychometric profiles like DISC are amazingly easy to complete and users complete their profiles by answering questions via an online questionnaire. The tests use accumulated results and algorithms to ensure reliability and validity.

Things to avoid when using DISC

• Whilst I’m still constantly amazed at the accuracy of DISC profiles, it is important to note that in no shape or form do they capture the entirety of a person. We are all complex beings with our own values, idiosyncrasies and ambitions. What DISC does, is give you an indicator as to the types of personality and behavioural traits people exhibit. This principle should be applied to all psychometric tests – be sure you know what it is testing and judge it on this basis.
• Psychometrics are only useful for development when there is a genuine desire to develop! I know this seems obvious, but I’ve seen DISC used when it’s been nothing more than a novelty which is soon forgotten about. Psychometric profiles like DISC are only tools, not magic wands. They can definitely help highlight things and build awareness but that’s about it. Real development takes commitment and effort – psychometrics support development but do not give it per se.
• Psychometrics should be administered by trained and experienced individuals. Whilst DISC gives a very comprehensive report it should be accompanied by some human feedback. I have seen psychometrics used without human feedback and it can be damaging – things can be taken out of context. I feel a psychometric profile should be fed back by a person with the report acting like something of a prop (and to provide further reading for the recipient).
• In terms of recruitment, there is growing concern that psychometric profiles are being used as a basis to make decisions which could discriminate against people with disabilities (I’ve mentioned below how DISC can be used to aid recruitment). Be careful if you use them in this way.

 
Plus points

• DISC provides good objective data on a persons communicative and behaviour style. I have yet to meet someone who disagreed with the core findings of their report. It’s a great basis upon which to improve communication skills.

• Use it as part of coaching. I always think an initial DISC session does a great job of breaking down barriers and building momentum. It allows the coach and coachee to achieve results faster.
• DISC is great at building self awareness and empathy for others. Both these traits can be very useful in promoting positive communication in a team environment and improving both individual and team performance
• DISC can definitely aid recruitment. I tend not to put too much emphasis on using DISC as an indicator of ‘fit’ into a role, though I’m aware many organisations use psychometrics for this purpose. Far more useful in my opinion is to use DISC to help inform additional questions that can then be tailored to that individual. For example, DISC can give solid indications of how someone is likely to perform in a team environment or what sort of management style they will respond to. This ‘strengths’ and ‘weaknesses’ can be explored further in the interview context.

 
In conclusion psychometrics such as DISC can contribute to enhanced team and communication skills. Just remember they are only a tool and like any other tool it’s all about how they are used!