Start with the question
Are you assessing a candidate, preparing a development conversation or discussing collaboration? First identify the information you need. Then consider whether an assessment can provide it.
Make the costs visible
Include time for explanation, interpretation and feedback as well as the assessment itself. Consider setup and training if you plan to use an instrument regularly. Ask for current pricing for your process and participant numbers.
Use results for a clear purpose
In selection, results can help prepare follow-up questions. In development, they can support a conversation about interests or behaviour at work. Reuse existing results only where this fits the original purpose, agreements with the participant and the usefulness of the information.
Profile XT and Everything DiSC Workplace address different questions. The choice depends on what you want to understand.
Review value using your own data
Agree in advance what you will review: the quality of conversations, follow-through on development agreements or the time a process takes, for example. Ask about participants’ experience too. A change does not, by itself, establish that the assessment caused it.
Discuss an approach
An assessment is useful when you can work with its results. Tell us about your process so we can discuss the instrument, reports and support.
