How does the Assessment process work?

We start by developing a Job Profile (PRO) for the position, in consultation with the hiring manager and other relevant people. This describes the ideal traits and characteristics a candidate should have for a particular position. The candidate completes a personality survey (PI) and a cognitive test (PLI). An in-depth interview is conducted by one of our partners. In some cases an occupational psychologist or an expert is brought in). We provide a detailed feedback to the hiring manager, followed by a comprehensive written report describing the person’s strengths, weaknesses and predicted “fit” with the position and the organisation as a whole.

We provide detailed feedback on such characteristics as:
• Intellectual capacity and problem-solving style
• Emotional characteristics and coping style
• Needs and motivations
• Insight and capacity for personal growth
• Interpersonal and team behavior, fit with culture
• Management and work style
• Developmental areas and potential risks

Benefits of Candidate Assessment
• Standardises the selection process and criteria
• Reduces the risk of “mis-hires”
• Helps the organisation identify high performers
• Reduces likelihood of turnover
• Reduces the risk of team conflict and lack of culture fit
• Helps hiring managers think through the decision process
• Provides insight and tools for development after a successful hire