Effective HR Management: The Importance of Organisational Diagnostics

Employee Search. How to Properly Select Candidates?

• How can you maximize the potential of each team member?
• How successful is your management team in leading? And how can leadership be strengthened?
• What are your organisation’s strengths and weaknesses? What do your employees value the most, and what would they like to change in the company?

Every HR specialist and/ or manager ask themselves these questions. An organisation is nothing without its team. You can have the best equipment, the latest computers, or the most beautiful office, but if there is no one to work, all of it loses meaning. The current employee turnover and challenges in attracting candidates and retaining current team members show that companies focusing on their employees are the ones that succeed. The investment you make in your people, the attention you give to their needs, and the positive work environment you cultivate will determine what you receive in return.

Employee Assessment

Employee assessment becomes a necessary tool throughout the employee lifecycle: recruitment, internal career planning, team familiarization, strengthening, feedback provision, and the development and improvement of employees and managers. To achieve this effectively, the right tools must be used. Our UNLOCK Tests platform offers advanced solutions to strengthen your organisation:

1. Personality Test – A tool to better understand candidates and current team members.

2. Leadership Test – A tool to evaluate how well your managers understand leadership.

3. Organisational Climate Survey – A tool to diagnose the strengths and weaknesses of the organisation.

4. 360-degree Feedback Survey – A tool for managers to self-assess through their own perspective and that of other organisation employees.

Why Should You Apply These Employee Assessment Solutions?

1. Eliminate Bias: Intuitive assessment can introduce bias, hindering an objective and comprehensive evaluation of candidates and the existing team.

2. Data-Driven Communication: HR specialists need to communicate using numbers, arguments, and facts to effectively engage with managers.

Arguments based on “I feel,” “I think,” and “I would guess,” are not convincing for managers. You will often hear, “What are your feelings or thoughts based on?” In UNLOCK Tests reports, you will always find numbers, explanations, and recommendations.

Compare these statements:

“Our employees are not very satisfied with their salary.“

And

“Satisfaction with salary is at 45%, and compared to the average of other organisations’ surveys, we lag by 10%.“

You feel the difference, and so does the management, because you are speaking not only in your own words but also based on employee evaluations.

Employee Assessment Tests and Surveys

Tests and surveys help articulate and address issues that may not be easily expressed directly. For instance, you might sense tension within the organisation but cannot identify the root cause. An organisational climate survey might reveal that employees struggle with work-life balance and ineffective communication. Identifying these reasons enables you to address them effectively.

1. Systematized Information: To evaluate your organisation accurately, you need organised information. In small companies, knowing each employee personally might be feasible, and casual discussions over lunch might suffice. However, in larger organisations, personal engagement with everyone is not possible, and individual insights can be misleading. For example, with a team of 10 managers, a 360-degree survey can quickly highlight who is performing well, who is weaker, and which competencies require more attention. This level of detailed feedback cannot be achieved by asking each manager individually.

2. Reference Point: Tests and surveys serve as excellent reference points at individual, team, and organisational levels. Customers often say that personality tests help them understand themselves better—why they behave in certain ways—and how to interact with different team members. For example, a highly sociable employee may start giving more personal space to a less sociable colleague. A manager with low flexibility might start asking for opinions during meetings and continually question, “Did we leave the meeting with only my perspective, or were others heard as well?“. A situational leadership test might reveal that a manager is using only one leadership style, despite having a diverse team. These tools provide diagnostics, enabling deliberate, informed changes rather than blind experimentation.

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