Psychological assessments

The costs of recruiting or promoting the wrong candidate can be phenomenal and include: interviewing time; recruitment agency fees; salary; upheaval in the team and business; the consequences of poor performance; and needing to repeat the whole cycle!

Using a variety of tests, interviews, exercises and questionnaires, they provide answers to questions such as, Will this person fit in with our culture/team? Will they make good profitable decisions?  Can I work with them and trust them? Will they help me to move the business forward?  Do they have the potential to become a director? 

We have been using various forms of psychological assessments to support clients for more than 30 years.

Assessments carried out by our chartered psychologists are instrumental at every stage in an employee’s life cycle: selection, development, promotion, and departure.

Psychological assessments use systematic and standardised tools to measure differences in individual characteristics such as intelligence and personality. They provide a greater understanding of potential and current employees. They help to predict, objectively and fairly, how successful they will be in a job. They are used in some form by 70% of employers. There is a huge range of tests on the market.

Testing falls into two principal categories: ability (where there is a right answer) and personality (no right answer). Some personality tests are not suitable for recruitment but are used for coaching. Some assess motivation and values.

Assessments can provide information on:

• intellectual functioning
• personality and vocational interests
• managerial aptitude, such as decision making, numerical ability, leadership and skills in communication
• developmental needs.

We offer group assessments as part of the recruitment process or to help clients measure the progress of their graduate trainees.  See our client story on the successful application of psychological assessments.