Jopie De Beer, the Founder and Chief Executive Officer (CEO) of JVR Africa Group of Companies, has advocated for the adoption of scientific and unbiased assessment tools by both corporate entities and governments to boost productivity.
She emphasized that such tools are crucial for effective leadership and the survival and growth of organizations, highlighting the substantial costs associated with hiring and retaining the wrong staff.
In an interview, De Beer, who has represented Hogan Assessments, a global leader in workplace personality assessment in Southern Africa for two decades, underscored the value of these tools in achieving a remarkable return on investment.
She praised Hogan Assessments for its strong emphasis on scientific rigor and clean data.
De Beer elaborated on the multifaceted approach of Hogan Assessments, which includes three essential components. She explained, “What they have is a personality assessment called the bright side, which deals with the personality on an ordinary day when things are going well; then they’ve got the assessment that they call the dark side, which assesses the personality when things are not going well or they are challenged, and then they’ve got the assessment that they call the inside, which assesses a person’s values.”
She stressed the importance of aligning an individual’s values with an organization’s values, stating, “Let’s say the corporation’s values are for affiliation and people-oriented values, but the individual coming in has totally different values; usually, such people don’t stay.”
She noted that utilizing these reports not only adds scientific depth but also provides a comprehensive view of a person, especially when selecting or promoting individuals into leadership positions.
Jopie De Beer reiterated the potential cost savings achieved by ensuring the right fit within an organization.
“Your bottom line is increased because your fit of this individual is better, and they stay longer. So once you’ve trained them up, you don’t have to retrain them. So it adds to the bottom line in terms of cost effectiveness,” she added.
De Beer highlighted the crucial role of these assessments in the post-COVID and global economic meltdown era, where organizations have become more team-focused.
She emphasized that these assessments enable employers to evaluate not only how an individual fits into their role but also how they integrate into their teams.
She pointed out that when individuals contribute positively to the team’s growth, the return on investment becomes substantial.
Furthermore, De Beer noted that Hogan Assessments help organizations receive feedback on their work culture and assess their human resources.
She said “This aids organizations in identifying the competencies they need and ensuring a better fit within their teams”.
Addressing the challenges associated with Hogan Assessments, De Beer acknowledged that some employees may feel apprehensive due to their lack of experience with such assessments. Additionally, the unstable and unreliable power supply in some regions, given that Hogan Assessments are typically conducted online, presents an obstacle.
She revealed that Hogan Assessments are more widely adopted in Southern Africa by private sector employers, with relatively fewer public sector institutions utilizing these tools.
Hogan Assessments, a global leader in workplace personality assessment, has maintained a strong presence in Africa, collaborating closely with its partners in various countries across the continent, including Egypt, South Africa, and other Southern African nations.
