Interest Assessments and Their Applications in the Workplace
Interest assessments are similar to psychometric tests in that they do assess certain personality traits and characteristics but in the context of what the person is interested in. To clarify, interested assessments can be defined as an instrument or test that is specifically designed to measure and evaluate the presence of interest in a range of activities, and also to gauge the level of interest in these activities.
Traditionally, interest tests were normally done in a physical environment, like during question sessions or interviews. Lately, however, interest assessments are performed online. The activities that are tested are usually related to the activities that fall under certain areas of occupation and the types of tasks that these occupations will require. Interest assessment can be used to ascertain a person’s suitability to a particular job or occupation and can also help to identify existing employees who can be moved to a different position that will suit their interests better.
Nobody stays the same over the course of time and, consequently, interests may differ as experience grows. It may be possible to have a strong interest in music, for instance, but a person may have no interest in becoming a musician and may function better in a production role. Later, as new skills are acquired, these interests may change from producing to writing or composing music. As such, it is vital that repeated interest assessments are done over time to detect changes in interest when it comes to specific tasks and vocations.
The first interest assessment that was commonly used was the Strong Interest Inventory which was developed in 1927 by psychologist Edward Kellog Strong Jr, but these tests were applied as standard and were not aimed at any particular vocations. The first tests, however, were designed only for men, but eventually, in 1933, a version for women was developed as they entered the workplace more readily in a variety of positions. Nowadays, interest assessments can be customised to focus on the interests of the person in specific activities that may relate to a variety of occupations within a particular company.
Usually, these tests consist of a range of activities and subjects, after which test candidates are asked to range their favourite like or their dislike of these activities on a scale. They are also asked to pair certain activities together and to indicate their interest in these pairings.
At FWA Organisational Development, we help our clients to determine the interest of their employees through our own range of interest assessments. Our range includes the following interest assessments:
- Self-Directed Search (SDS)
- 19 Field Interest Inventory (19 FII)
- South African Vocational Interest Inventory (SAVII)
- Occupational Interest Profile (OIP)
- Career Interest Profile (CIP)
- Maree Career Matrix (MCM)
- Strong Interest Inventory (SII)
We are also able to customise certain interest assessments and other psychometric tests as required by the client. Our aim is to help our clients to get the best from their employees in order for the business to be more productive and profitable. We know that a company only performs as well as its employees, and it is our job to help our clients to empower their employees or potential candidates with tasks and jobs that they are good at and have a strong interest in doing.
For more information on interest assessments, give our talented team of psychometrists a call today!