Why SkillSnap uses psychometrics



SkillSnap has built its own psychometric questionnaire - here's the inspiration behind it.







Organisational culture
SkillSnap’s raison d’etre and modus operandi are based on the Organisational Culture Model (Edgar Schein) and its three “onion” layers, namely the Artifacts and Symbols (office, dress code, corporate colours & logos…), the Espoused Values (corporate values promoted both internally and externally) and the Basic Underlying Assumptions (the employees’ conscious or subconscious behavioural patterns).  
Onion (Organizational Culture)
Organisational Culture Model  “onion”
Another important factor is the concept of Organisational Citizenship behaviour which examines discretionary behaviour operating outside of the reward system.  This is the behaviour feeding the Assumption “ring” of the Organizational Culture Model “onion”.
How does SkillSnap use Psychometric Assessments
It has been observed that, all else being equal, employees who share the Espoused Values tend to be have higher job satisfaction, to be more committed and to have a longer tenure.  


SkillSnap’s psychometric assessments can help identify values shared between the Company and the job applicant.  


Also,
SkillSnap’s psychometric assessments can identify the positive behaviours which will make employees better “citizens” this can be ”


Onion with legend
Caveat
  • Problems can arise when there is a disconnection between the espoused and actual values.  
  • Existing subconscious employee behaviour may not be positive, introducing a more aggressive int

In both instances, SkillSnap should be used in conjunction with or alongside a cultural change strategy and reviewed reward system.

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