As part of our assessment process for senior positions, we use psychometric testing to produce psychological profiles of individuals covering personality, behaviour, motivations and intellectual ability matched to the organisation’s culture and job requirements. At this level, the organisation wants to know not only what they can do, but what they are capable of doing into the future.

Our profiling is based on the premise that the interrelationship between ability and personality has an enormous impact on someone’s aptitudes and potential within a given role. Measuring and identifying the relationship between those abilities, which are the greater and which the lesser strengths, and personality and motivational attributes is vital to making successful decisions about potential.
Good assessment is transparent, objective, consistent and relevant. To this end we only use tests that are

• Valid, i.e. they measure what they purport to measure
  
• Reliable, i.e. they are both valid and consistent over time
  
• Fair, i.e. they do not discriminate unfairly in terms of bias or procedure
  
• Normed, i.e. standardized, for appropriate populations
  

For any assessment process to produce the right candidate it has to consider:

We ensure best practice by giving each individual, whether internal or external, immediate feedback and copies of personality and behavioural reports.