'Maximise your
chances
of hiring
the right person.’
Psychological Assessment
The Steps:
- Tell us the person you are looking for. A thorough role description helps, or we undertake this with you.
- We select the appropriate psychometric instruments.
- Your candidate completes this battery, on-line and / or in our offices.
- We craft a targeted interview to assess your candidate.
- We provide verbal feedback with a written report if required.
1. Problem Solving Capability – Intellectual Assessment
Typical instruments include:
Abstract Reasoning
- Can the person meet the intellectual demands of the position
- What is their likely problem solving ability and how quickly do they ‘pick things up.’
Numerical Reasoning
- The ability to solve numerical / statistical based problems
- How well someone is likely to work with graphs, spreadsheets, and tabled data
Verbal Reasoning
- The ability to reason with language
- What is a person’s grasp of English, including general vocabulary
Critical Thinking
- The ability to use logic, deduct information, use reason in addressing verbally presented information.
2. Temperament
What is this person’s Work style, and what is their Communication & Personal style. Uncovering a person’s talents, habits, and tendencies.
- Motivations and drives
- Rapport building and relationship management style
- Sociability and outgoingness
- Desire to improve procedures
- Results and achievement orientation
- Competitiveness, assertiveness, & self-belief
- Persuasiveness & Sales orientation
- Organisation, and accuracy orientation
- Degree of adaptability or independence
- Team & service orientation
- Commercial & entrepreneurial orientation
- Likely sources of frustration
3. Motivation
- How much does this job actually motivate your candidate.
- Does he or she have a passion for the type of work.
- Can your candidate’s talents be expressed in this position
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