Construct valdity relates to whether a particular psychometric assessment...
Lead consultant at Test Partnership, Ben Schwencke, explains why Organisation is worth measuring.
Being organised is one of the few workplace competencies which is unambiguously advantages, regardless of the role and the level. Organisation is vital in the workplace as it directly impacts productivity, efficiency, and overall job performance. A well-organised employee can manage their time and tasks effectively, handle competing priorities, and adapt to changing work environments. This skill allows them to complete projects on time, collaborate smoothly with colleagues, and reduce errors stemming from miscommunication or disarray. By selecting candidates with strong organisational skills, HR ensures a workforce that can navigate complexities and deliver consistent results, ultimately fostering a healthier and more competitive organisation.
HR should prioritise recruiting for organisation as it contributes to a streamlined and high-functioning workplace, which in turn drives business success.
This article will provide you with five effective interview questions specifically designed to measure an applicant's organisational skills. By delving into their past experiences, decision-making processes, and strategies for managing competing priorities, these questions will help you gain valuable insights into a candidate's ability to excel.
Can you describe a situation where you had to manage multiple tasks or projects simultaneously? How did you ensure they were all completed on time and to a high standard?
Will demonstrate the candidate's ability to effectively prioritise tasks, delegate responsibilities when needed, and utilise time-management techniques to stay organised. The candidate should describe the specific steps they took to manage their workload, such as creating a detailed plan, breaking tasks into smaller components, or using project management software to track progress. Additionally, the candidate should discuss how they addressed any unexpected issues and learned from the experience to improve their organisation skills in the future.
Will lack detail and specificity, indicating that the candidate may not have a solid understanding of effective organisation techniques. They might not mention any specific strategies for prioritising tasks, managing time, or monitoring progress. The candidate may also fail to discuss how they addressed unexpected issues, suggesting that they may struggle with adaptability and problem-solving when faced with organisational challenges.
How do you maintain organisation in your daily work routine?
Will demonstrate the candidate's ability to consistently apply organisation techniques in their daily routine. They should provide specific examples of the tools or systems they use to manage time and tasks, such as digital calendars, to-do lists, or project management software. Additionally, the candidate should explain how they balance urgent tasks with long-term goals, illustrating their understanding of the importance of prioritising work effectively. Finally, they should provide a concrete example of a time when their organisational skills led to increased efficiency or effectiveness.
Will lack specific details and may suggest that the candidate relies on ad-hoc methods or does not have a consistent approach to staying organised. They might not mention any specific tools or systems they use, or they may describe methods that are inefficient or outdated. The candidate may also struggle to provide a clear example of a time when their organisational skills led to improved efficiency or effectiveness in their work.
How do you handle competing priorities and deadlines when your workload becomes overwhelming?
Will demonstrate the candidate's ability to effectively prioritise tasks and manage time under pressure. They should describe their decision-making process for prioritising tasks, such as considering deadlines, project importance, or resource availability. The candidate should also explain how they communicate with relevant parties about shifting priorities and timelines, highlighting their ability to manage expectations and maintain transparency.
Will lack specifics about the candidate's decision-making process for prioritising tasks or their communication strategies. They may not discuss how they engage with colleagues, supervisors, or clients when faced with shifting priorities, suggesting a lack of transparency or an inability to manage expectations. The candidate may also struggle to provide a clear example of a time when they successfully managed competing priorities and deadlines, indicating potential difficulty in handling high-pressure situations.
How do you ensure the organisation and accuracy of important documentation or data in your role?
Will demonstrate the candidate's ability to effectively manage important documentation and data with a high level of organisation and accuracy. The candidate should describe the specific methods they use for creating, storing, and managing critical documents or data, such as using version control systems, establishing naming conventions, or implementing data validation techniques. They should also explain how they ensure the accuracy and consistency of information in their work, illustrating their attention to detail and commitment to quality.
Will lack specific details about the methods the candidate uses to manage documentation or data, suggesting that they may not have a consistent or effective approach to organisation and accuracy. They might not mention any steps they take to ensure the accuracy and consistency of information in their work, indicating a potential lack of attention to detail. The candidate may also struggle to provide a clear example of a time when their organisation and accuracy in managing documentation or data led to a positive outcome.
How do you ensure that you stay organised when you're working remotely or in a flexible work environment?
Will demonstrate the candidate's ability to adapt their organisational skills to remote or flexible work settings. The candidate should describe specific strategies they use to maintain productivity and organisation, such as creating a dedicated workspace, establishing a consistent routine, or setting clear boundaries between work and personal time. They should also explain how they communicate with colleagues and managers to stay aligned and informed, highlighting their ability to collaborate effectively and maintain strong working relationships in remote settings.
Will lack specific details about the strategies the candidate uses to maintain productivity and organisation in remote or flexible work settings, suggesting that they may struggle to adapt their organisational skills to different work environments. They might not discuss how they communicate with colleagues and managers to stay aligned and informed, indicating potential difficulties with remote collaboration and communication. The candidate may also struggle to provide a clear example of a time when they successfully completed a project or task while working remotely or in a flexible work environment, suggesting potential challenges in adapting to non-traditional work situations.
Unfortunately, organisation can be difficult to reliably measure using the traditional employment interview method. Interviews are largely measures of interpersonal skills, whereas organisation is a highly intrapersonal skill, making it hard to express in conversation. Consequently, people who excel at interviews are likely to give the impression that they are highly organised, regardless of whether or not they genuinely are.
Test Partnership's behavioural assessments, however, provide a much more reliable estimate of a candidate's level of organisation. Our behavioural assessments have been designed in line with the Big Five model of personality and thus measure the trait of "conscientiousness". Conscientiousness is the primary behavioural indicator of organisation in the workplace, and research shows that conscientiousness is a useful predictor of performance in almost every role. For more information on our behavioural assessments, please contact us directly or register for a free trial.
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