Top 10 talent assessment tools to assess and hire non tech talent

Are you thinking of hiring for a non-tech role? Are you confused and want to know if your applicants are the right match for the job? Don’t worry, we are here to help you with a list of top talent assessment tools.

These tools are useful in assessing non-tech talent because they provide an objective and standardized method for evaluating the skills, knowledge, and personality traits of job candidates. They provide valuable information about an individual's strengths, weaknesses, and potential for success in a particular role, which can help in making informed hiring decisions and increasing the chances of finding the right fit for the job.

Talent assessment tools can be used to assess and hire candidates for various non-tech roles where we need to evaluate skills, competencies, and personality traits relevant to the specific job role being considered. Some of the roles that need the assessment tools are:

Customer service representative Salesperson Administrative assistant Marketing specialist Human resources manager Accountant Business analyst Project manager Recruiter Operations manager

Myers-Briggs Type Indicator (MBTI)

A personality assessment tool that categorizes individuals into 16 personality types based on their preferences for how they perceive and judge information. The MBTI assessment determines your innate preferences in four key aspects of personality through a series of questions. These preferences include:

Energy: How you direct and receive energy - either by engaging with the external world, interacting with others, and taking action or by focusing on your inner world and reflecting on thoughts, memories, and experiences.

Information Processing: How you absorb information - either by using your five senses to focus on specific details or by considering the big picture and looking for connections and patterns.

Decision-Making: How you reach conclusions - either by logically analyzing the situation or by considering the importance to those involved.

Approach to the World: How you interact with the external world - either in a planned, organized manner or in a more spontaneous, flexible manner.

DISC Assessment

DiSC refers to the four major personality styles outlined in the DiSC model: (D) Dominance, (i) Influence, (S) Steadiness, and (C) Conscientiousness. The DiSC assessments are created for use in corporate personnel management. They help assess an individual's preferred workstyle, communication style with others, and work habits/preferences. The assessments have also been utilized in leadership problem-solving to consider various DiSC profiles.

The Birkman Method evaluates both personal behavior and career information and employs a distinctive technique for identifying personality through the study of positive psychology. Positive psychology, which focuses on people's strengths and virtues to help them flourish, is currently a popular trend in popular psychology. Its goal is to promote overall well-being and create a balanced and evidence-based understanding of human behavior and social relationships.

The Birkman Method analyzes personality by assessing four aspects: Motivation, Self-Perception, Social Perception, and Mindset. Understanding these aspects and their impact can help individuals understand the motivations behind their emotions and actions.

Motivation: The Birkman Motivation data assesses a person's interest and passion for work roles and activities

Self-Perception: Self-Perception reflects a person's self-image, shaping how they present themselves in the world. It is mainly influenced by past experiences and the styles used to achieve positive outcomes.

Social Perception: Social Perception is a person's internal filter for evaluating comfort in their current environment. This internal state may not be apparent to others and is reported as Needs.

Mindset: Birkman Mindset data provides insight into an individual's beliefs about themselves and others. It covers interpersonal, intrapersonal, and work alignment and offers a macro-level understanding of an individual's perspectives.

The Occupational Personality Questionnaire (OPQ)

The SHL platform offers the OPQ and it drives both recruitment and talent management solutions. The Occupational Personality Questionnaire (OPQ) can be used to assess an individual's behavioral style and how it may impact their performance in the workplace. It provides valuable insights into the way a person thinks, processes emotions and interacts with others, all of which are critical factors in job performance. By testing applicants on these areas, you can gain a better understanding of their strengths and areas for development before investing in training or other resources. The OPQ measures the following skills of an individual:

Thinking Style: This encompasses the way they approach tasks, make decisions, and solve problems.

Feelings and Emotions: These can impact their ability to handle stress and handle workplace conflicts.

Relationships with People: This can impact their ability to work effectively in a team and build positive relationships with coworkers.

By taking these factors into consideration, the OPQ can help organizations make informed hiring decisions and ensure that new hires are a good fit for their role and company culture.

The Talent Q Elements Suite

Talent Q is a global provider of online psychometric assessments and training programs, with added consultancy services. They offer their services to clients in over 40 languages and have clients including RBS, Citi Group, Royal Mail, Volkswagen, Carlsberg, and BT. Talent Q provides two main suites of assessments: Aspects, designed for frontline volume recruitment, and Elements, designed for recruitment across all sectors and job levels.

The Aspects suite includes:

Verbal Reasoning Numerical Reasoning Error Checking (part of the Aspects suite) Logical Reasoning (part of the Elements suite) Personality tests Situational Judgement Tests