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Assessments

We are accredited to use and skillfully interpret a wide variety of assessment tools, of both a behavioral and cognitive nature.

Various assessments instruments are available and utilised for various and specific reasons.

Here we provide an overview of some of the instruments utilised and the purpose for assessments.

Types of Psychometric Assessment

Aptitude and/or ability tests

 

Utilised to: Determine competence, intellectual capabilities, logical and analytical reasoning abilities.  

Assist in Decision Making: Determine abilitiies to use specific job-related skills and predict subsequent job performance.

 

Type of ability or aptitude tests:

  • Verbal Reasoning

  • Numerical Reasoning

  • Preferred levels of complexity

  • Styles of thinking

  • Deductive/Inductive, Logical and Analytical Reasoning

  • Function-Specific eg. Sales aptitude, etc

 

Aptitude tests are very often paper and pencil exercises (although they are sometimes computer-based) and are generally time-limited. Your results are measured against those of others who have taken the test in the past in order to make a comparable assessment of your level of ability.

 

Personality and Occupational Questionnaires

 

Utilised to: Explore the way in which you do things, how you behave in certain circumstances, and your preferences and attitudes.  These types of assessments do not have right or wrong answers.

 

Assist in Decision Making: 

  • Recruitment - See if you would suit a particular work environment and include measuring aspects of your individual behaviour, attitudes, opinions, motivation, interests, and values.  Your personal results are viewed in relation to those required for job performance

  • Development - Results are utilised to determine specific development areas in relation to a given work context, occupational profile, or ideal future state.

  • Occupational Guidance - Assist you to clarify and make decisions regarding what fields of work interests you and are not normally used for other purposes, ie. selection/recruitment.

Utilised to: Determine competence, intellectual capabilities, logical and analytical reasoning abilities.  

Assist in Decision Making: Determine abilitiies to use specific job-related skills and predict subsequent job performance.

Utilised to: Explore the way in which you do things, how you behave in certain circumstances, and your preferences and attitudes.  These types of assessments do not have right or wrong answers.

Assessment Options

Assessment tools and batteries are selected based on specific needs and purposes to ensure they are appropriate to occupational and individual circumstances.  The following may also be considered:

 

  • 360 degree assessments/feedback - get performance-related feedback from a range of individuals in the person's immediate work environment utilised to make decisions for development and performance management purposes.  It provides a more complete picture as opposed to only self-perceived instruments.

  • Assessment Centres - one of the most reliable predictors of job performance and includes a series of assessments in a managed process to get a holistic understanding of individual characteristics critical to job performance.  It is conducted by psychologists and includes psychometric and competency-based assessments predicting performance, development, person-job and person-organisation fit.

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