Corporate Assessments
Our experienced psychologists manage end-to-end testing toward informed selection, succession, and promotion decisions
Assessments
Most assessments are on-line, and those that require supervision take place under supervision of a qualified psychologist. Reports provide practical, jargon free, and visual information so that the candidates’ strengths and development needs can be understood at a glance, and are written by psychologists. Specific profiles and roles may need fine tuning to provide a comprehensive assessment battery for recruitment, talent management or promotions. In such cases, we are able to assist with developing role profiles and tweaking job descriptions. We select assessments to meet specific corporate needs, and assessment batteries will differ for talent management, recruitment, personal development, and so on. Examples of some of the typical assessments that are used can be found below:
Cognitive Ability
Shows an individual's current and potential level of work, judgment, speed, decision making, strategic ability, generalist vs specialist orientation, creativity, handling of complexity, thinking styles, learning potential, problem solving styles, and other factors relating to cognitive and executive functioning (CPP, LPCAT and CPA).
Personality Tests
Personality type profiling (MBTI Step I & II, WRISc, & Jung Type). These personality inventories make the theory of psychological types described by C. G. Jung understandable and useful in people's lives and at work. The essence of the theory is that much seemingly random variation in the behavior is actually quite orderly and consistent, being due to basic differences in the ways individuals prefer to use their perception and judgment.
"Perception involves all the ways of becoming aware of things, people, happenings, or ideas. Judgment involves all the ways of coming to conclusions about what has been perceived. If people differ systematically in what they perceive and in how they reach conclusions, then it is only reasonable for them to differ correspondingly in their interests, reactions, values, motivations, and skills." C.G. Jung.
The insights of type theory is made accessible to individuals and groups through the following scales: Extroversion vs Introversion; Sensing vs Intuitive, Thinking vs Feeling, and Judging vs Perceiving - improving an employee's self insight, enhancing communication, learning, and interacting with others.
Personality traits at work are also be assessed by the 15FQ+ , and OPQ / OPPro. These reveal traits such as Warmth, Liveliness, Social Boldness, Forthrightness, Affiliation Orientation, and Receptivity, as well as the 16 primary personality traits that predispose the candidate’s behavior in the workplace (15FQ+, OPPro).
Emotional Quotient
Reveals propensity for: Self-Regard, Self-Actualization, Emotional Self-Awareness, Emotional Expression, Assertiveness, Independence, Interpersonal Relationships, Empathy, Social Responsibility, Problem Solving, Reality Testing, Impulse Control, Flexibility, Stress Tolerance, and Optimism (EQi).
Values
Identifies personal values which motivate individual behavior, such as initiative, group belonging, cultural themes, leadership style, compliance, rule following, achievement orientation, people orientation, ambition, compassion, interest in learning (VO and VMI).
Integrity
Flags property deviance: theft, fraud, pilferage, corruption, and embezzlement; and performance deviance: negligence, carelessness, absenteeism, intimidation, and mismanagement, (Giotto, IP-200).
Team Roles
Team roles are used to identify people’s behavioural strengths and weaknesses in the workplace. This information can be used to build productive working relationships, select and develop high-performing teams, raise self-awareness and personal effectiveness, build mutual trust and understanding, and aid the recruitment processes.This team role assessment shows not only which of the Belbin nine team roles individuals are best at, but also which other team roles they can perform well to enhance team effectiveness. This insight can help managers to solve typical team role challenges like: over-supply in some roles, and under-supply in others. Using the nine Belbin team roles to guide understanding of the necessary roles or functions required to make a team operate optimally, managers will be able to assign individuals to team roles they are most suited to, based on their personal strengths. Being mindful of which role gaps remain in the team, gaps in team roles can be further populated based on existing team members' secondary strengths. The end result is a team representing all nine the necessary team roles, with information to tweak overall team performance from time to time. Assessment feedback normally takes place as a two hour workshop during which all nine the roles are explained and discussed with the entire team including the manager, but without individuals' personal role strengths being disclosed. Confidential feedback is given to individual team members and the manager regarding their team role strengths before the workshop.
Ability Tests
The TTB2 measures the core skills that are required for selecting and assessing staff for engineering apprenticeships, craft apprenticeships or technical training. It consists of three tests, which can be administered individually or together, Mechanical Reasoning (MRT2), Spatial Reasoning (SRT2) and Visual Acuity (VAC2).
Other ability tests include:
Custom Assessment Batteries on Demand
Contact us for custom assessment batteries to suit your hiring and development requirements. Take advantage of our data base of over 1000 job descriptions to make sure your hiring specification is comprehensive and targeted for your needs.
Contact Us for corporate rates and price list .
- Expert advice, coaching and sound-boarding for non-recruitment specialists and managers.
- Streamlined assessment service managing administration and follow-up with candidates.
- Customized feedback specific to the role, manager’s needs, and organization.
- Quick turnaround: knowing that speed is essential in recruitment, we promise quality and speed, with reports written within two to three business days.
- The assessment tools used are designed purely for the world of work, targeted directly at business needs.
Assessments
Most assessments are on-line, and those that require supervision take place under supervision of a qualified psychologist. Reports provide practical, jargon free, and visual information so that the candidates’ strengths and development needs can be understood at a glance, and are written by psychologists. Specific profiles and roles may need fine tuning to provide a comprehensive assessment battery for recruitment, talent management or promotions. In such cases, we are able to assist with developing role profiles and tweaking job descriptions. We select assessments to meet specific corporate needs, and assessment batteries will differ for talent management, recruitment, personal development, and so on. Examples of some of the typical assessments that are used can be found below:
Cognitive Ability
Shows an individual's current and potential level of work, judgment, speed, decision making, strategic ability, generalist vs specialist orientation, creativity, handling of complexity, thinking styles, learning potential, problem solving styles, and other factors relating to cognitive and executive functioning (CPP, LPCAT and CPA).
Personality Tests
Personality type profiling (MBTI Step I & II, WRISc, & Jung Type). These personality inventories make the theory of psychological types described by C. G. Jung understandable and useful in people's lives and at work. The essence of the theory is that much seemingly random variation in the behavior is actually quite orderly and consistent, being due to basic differences in the ways individuals prefer to use their perception and judgment.
"Perception involves all the ways of becoming aware of things, people, happenings, or ideas. Judgment involves all the ways of coming to conclusions about what has been perceived. If people differ systematically in what they perceive and in how they reach conclusions, then it is only reasonable for them to differ correspondingly in their interests, reactions, values, motivations, and skills." C.G. Jung.
The insights of type theory is made accessible to individuals and groups through the following scales: Extroversion vs Introversion; Sensing vs Intuitive, Thinking vs Feeling, and Judging vs Perceiving - improving an employee's self insight, enhancing communication, learning, and interacting with others.
Personality traits at work are also be assessed by the 15FQ+ , and OPQ / OPPro. These reveal traits such as Warmth, Liveliness, Social Boldness, Forthrightness, Affiliation Orientation, and Receptivity, as well as the 16 primary personality traits that predispose the candidate’s behavior in the workplace (15FQ+, OPPro).
Emotional Quotient
Reveals propensity for: Self-Regard, Self-Actualization, Emotional Self-Awareness, Emotional Expression, Assertiveness, Independence, Interpersonal Relationships, Empathy, Social Responsibility, Problem Solving, Reality Testing, Impulse Control, Flexibility, Stress Tolerance, and Optimism (EQi).
Values
Identifies personal values which motivate individual behavior, such as initiative, group belonging, cultural themes, leadership style, compliance, rule following, achievement orientation, people orientation, ambition, compassion, interest in learning (VO and VMI).
Integrity
Flags property deviance: theft, fraud, pilferage, corruption, and embezzlement; and performance deviance: negligence, carelessness, absenteeism, intimidation, and mismanagement, (Giotto, IP-200).
Team Roles
Team roles are used to identify people’s behavioural strengths and weaknesses in the workplace. This information can be used to build productive working relationships, select and develop high-performing teams, raise self-awareness and personal effectiveness, build mutual trust and understanding, and aid the recruitment processes.This team role assessment shows not only which of the Belbin nine team roles individuals are best at, but also which other team roles they can perform well to enhance team effectiveness. This insight can help managers to solve typical team role challenges like: over-supply in some roles, and under-supply in others. Using the nine Belbin team roles to guide understanding of the necessary roles or functions required to make a team operate optimally, managers will be able to assign individuals to team roles they are most suited to, based on their personal strengths. Being mindful of which role gaps remain in the team, gaps in team roles can be further populated based on existing team members' secondary strengths. The end result is a team representing all nine the necessary team roles, with information to tweak overall team performance from time to time. Assessment feedback normally takes place as a two hour workshop during which all nine the roles are explained and discussed with the entire team including the manager, but without individuals' personal role strengths being disclosed. Confidential feedback is given to individual team members and the manager regarding their team role strengths before the workshop.
Ability Tests
The TTB2 measures the core skills that are required for selecting and assessing staff for engineering apprenticeships, craft apprenticeships or technical training. It consists of three tests, which can be administered individually or together, Mechanical Reasoning (MRT2), Spatial Reasoning (SRT2) and Visual Acuity (VAC2).
Other ability tests include:
- Technical Test Battery: Mechanical (MRT2) and Spatial Reasoning (SRT2)
- High Level Figure Classification (A/129)
- Figure Classification (A/121)
- High Level Battery (B/75)
- Intermediate Battery (B77)
- Rotate and Flip Test (RAFT) (A/136)
- Senior Aptitude Tests (SAT)
- Critical Verbal and Numerical Reasoning (CRTB)
- General Verbal, Numerical and Abstract Reasoning (GRTB2)
- Clerical Verbal, Numerical, Spelling and Checking (CTB2)
Custom Assessment Batteries on Demand
Contact us for custom assessment batteries to suit your hiring and development requirements. Take advantage of our data base of over 1000 job descriptions to make sure your hiring specification is comprehensive and targeted for your needs.
Contact Us for corporate rates and price list .
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