Étude de cas
ID-Leadership
How using ID-Leadership can streamline your staffing and competency development processes.
The ID-Leadership (Ldr) allows you to analyze a person’s leadership based on their competencies. Used for recruitment purposes, it allows the detection of leadership potential in candidates by targeting the essential competencies. It can also be used to measure key aspects of leadership for development, training, or coaching purposes.
The issue
Organizations regularly ask candidates to complete psychometric tests as part of their staffing processes. Successful completion of these tests is often a prerequisite to obtaining a position. Can having already completed a test as part of a personal development process favour a candidate? EPSI has answered these questions.
The approach
- Analysis of the ID-Leadership databases
In order to determine if the information received during the ID-Leadership test in development mode could have an impact on the results of the test in staffing mode, we examined the ID-Leadership database to identify individuals who had completed the test twice. A total of 50 participants fell into this category.
- Observations of the results obtained
The analysis of the results obtained after taking the test twice showed that there were very small, non-significant variations in the results. In some cases, an increase in results was observed (e.g., decision leadership/intrinsic motivation) while in other cases, a decrease was noted (e.g., action leadership/personal orientation).
- Conclusions
A very high level of stability was observed even though the participants have access to their test results and receive personalized feedback. Leadership thus appears to be a very stable characteristic that varies little over time. The development of leadership skills would therefore occur over a medium to long- term horizon (more than 2 years).
Finally, the fluctuations observed are normal and reflect the fact that fundamental human characteristics vary slightly with time and circumstances.
Outcomes
The analyses conducted confirm the observations made in the scientific and professional literature.
Extremely high stability of the results for the situational judgment tests.
In the case of the ID-Leadership, we observe a very high level of stability even though the participants have access to their test results and receive personalized feedback.
Leadership therefore seems to be a very stable characteristic that varies little over time. It is possible to complete the ID-Leadership test twice, as there is little impact on the final results.
