Psychometric Assessments

 

These are used to assess a candidate's personality, abilities, interests, motivations and values under standardised conditions in line with a particular role. We currently use psychometric testing for three purposes:

 

Recruitment Selection Assessment

General Recruitment
Used as a secondary selection tool, the Recruitment Selection Assessment is designed to test the mental abilities, interests and personality of the preferred candidate.

Sales Recruitment
Most of us have heard the expression "sales people are born, not made".  This saying fits with our experience in measuring temperament/behaviour patterns.  The McQuaig System identifies eight behavioural characteristics:

  • Dominance / Acceptance
  • Socialability / Analytical Thinking
  • Relaxation / Drive
  • Compliance / Independence

While we all have these characteristics, some of us have much more of some than we do of others, so it is the predominance of certain characteristics in us which predicts how we behave on the job.


Management Development Assessment

This form of assessment is designed to clarify the candidate's career development potential.  Consisting of three timed and five untimed tests, these are the same tests as are used for the Career Transition Assessment.

 

Career Transition Assessment

This assessment is similar to the Management Development Assessment, but also includes an Advanced or General Occupational Interest Inventory which measures the candidate's occupational preferences.
 

 

 

 

 

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