Psychological Assessments

For Recruitment + Selection + Development

Assessment for Recruitment & Selection

Both nationally and internationally, psychological assessments are a standard part of recruitment processes in many organisations. The inclusion of assessment data provides an organisation with a more objective opinion of an individual’s suitability for a given role and complements other information gained from selection interviews, reference checking and an appraisal of an applicant’s track record. Psychological data, when used in combination with the above, increases the likelihood of making a successful selection decision, and also provides specific areas to explore further through subsequent interviewing or referee checks. We stress that psychological data should never be used in isolation for recruitment but it allows the organisation to assess skills and behaviours that may be difficult to determine through the candidate’s experience and resume alone.

Key features of our service:

• Our assessment reports are tailored to address job specifications/position descriptions.
• We address specific job, culture or organisational requirements.
• We identify strengths and future training and development opportunities as well as capturing key developmental and motivational requirements of candidates.
• Where relevant, we make recommendations about an individual’s capacity to transition into alternate roles within an organisation.
• We conduct assessments online and via teleconferencing facilities at any location around the world.
• We provide quick turnaround times for reports.

Assessment for Development + Talent Management

We can address an organisation’s succession planning requirements by identifying high performing individuals and assessing their capacity for more senior, leadership, complex or diverse roles. Assessments of ability as well as emotional intelligence, creativity, and other personality traits and values, is recommended to determine the qualities that the high potential group have in common.

A benchmarking exercise will allow us to more specifically identify ‘common themes’ in behaviour and abilities of those who perform at an exceptional level within the organisation in their current field. Having created a relevant ‘profile’ of high performers, we can then assess internal and external candidates, identifying suitable candidates for alternative roles and making recommendations about potential strengths and development needs.