Psychological Assessment ( aka Psychometric Testing)

When we conduct a psychological assessment (sometimes also referred to as psychometric assessment or psychometric testing) for selection, coaching & development, or outplacement, we first learn as much as we can about your company and your people's roles. We assess an individual's capabilities, personality, and values to explore the dynamics of that individual within the organisation.

We use a range of scientifically valid psychometric tests and questionnaires and it is our policy to include a comprehensive interview in every psychological assessment. This allows us to integrate the psychometric assessment data with work experience, interview data and our impressions of the person being assessed to understand them as individuals. We then write a report that describes them as a person not just as a set of scores.

In our reports, we describe people's performance on a range of competencies that are relevant for the role as well as for your organisational culture and values. We also highlight the their individual strengths and limitations and provide a guide to managing the person as well as specific development planning actions to maximise both their success in their prospective role and their chances of achieving their career goals.

Importantly, we conduct assessment feedback sessions with the person alone and then an additional session that includes their manager. The first session allows the person to take stock of what they have accomplished, what they still want to achieve, and to learn about how they are evaluated by an experienced and qualified third party. It also provides them with the opportunity to explore and enhance their commitment to their development.