Psychometric Assessments
Psychometric assessments are tests, exercises or questionnaires, usually designed by psychologists, which measure cognitive, behavioural and personality constructs of an individual, providing the assessor with information enabling or facilitating their decisions regarding selection, development, promotion, etc. The use of psychometric tools provide great value to organizations that have a need to measure thinking abilities, learning potential, personality, aptitudes, etc. of their employees or potential employees. The psychometric assessments can be used by organizations for various purposes including:
» Selection of staff
» Development programmes, e.g. leadership development
» Allocating bursaries or learnerships
» Vocational guidance
In consultation with our clients, we can design assessments to suit their specific requirements We use a wide range of psychometric tools to measure cognitive ability, aptitude, personality, interests, motives, values. The choice of an appropriate tool depends only on the purpose for which assessments are to be conducted, e.g. leadership development, competency assessment, recruitment and selection, talent management, etc.
Assessment / Developmental Centers
An assessment centre simulates a chosen work environment, allowing a person’s suitability for a particular role or company culture to be determined. These centres can be used at all levels – from graduates to executive level positions – and are especially valuable at providing insights into development and leadership potential.The content and duration of an assessment centre can be tailored to the client’s requirements and budgetary constraints. Assessment centres normally consist of a combination of the following;
» Group discussions
» Role-play
» Case studies
» In-tray exercises
» Selection of psychometric assessments
In our assessment centers, we use a combination of instruments to assess suitability of candidates to various jobs or competency levels in order to determine developmental needs of candidates. The choice of which instruments to uses is guided by a competency profiling exercise which is conducted and agreed with a client.