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The most suitable combination of assessments can be recommended
There are hundreds of assessment tools on the market
The best assessments will be used, to ensure legal compliance
In your selection process can make the process highly objective, increasing the likelihood of selecting the right candidate every time
Can have huge cost implications for your organisation, which may include:
Helps to make the hiring of staff more accurate with the objective to:
It is key to compare the personality traits or preferences of a candidate with those which are deemed to be essential for the role in order to determine suitability for the role.
This is important in roles where it is essential to both manage own emotions as well as to be able to understand and manage the emotions of others.
The assessment of a candidate’s capabilities within a defined area of competence. This may include cognitive ability, logical reasoning, verbal ability etc.
It is essential to determine whether the values held by an individual are in line with those of the organisation to ensure a good person- organisation fit. Motives can also be assessed to see if the person is right for the organisation (e.g.: motivated by monetary benefits for a sales role)
Observation of behaviour through exercises such as presentations, role-plays or in-basket exercises may give an indication of the likely behaviour of the candidate in the workplace and may assist in backing up the results of the assessments.
The concept of what it means to be intelligent varies across different contexts and cultures, but the term ‘high learning potential’ most often refers to an ability to understand information well, make quick analyses and use memory capacity to learn quickly.
