Psychometric Profiling complements the more subjective interview process by providing an objective assessment of a candidate’s suitability for the role.
We use a comprehensive mix of Psychometric Assessments and Questionnaires to provide the clearest possible picture of an individual – their personality, their motivation, the way they perform under pressure, how they prefer to work and the things they would rather avoid.
These assessments combine to build an all-round picture of a candidate’s true aptitude for the role and their cultural fit for your organisation.
FAQs about
Psychometric Profiling and Assessment
This is purely down to you. Psychometric Profiling can be a useful tool when assessing an internal director’s suitability for promotion, to establish if they have the necessary stretch and mental capabilities. When interviewing externally, our clients will often choose to test all shortlisted candidates or just the preferred candidate.
- Occupational Personality Questionnaire
- Motivational Questionnaire
- Myers Briggs Type Indicator
- Hogan Development Survey
- Saville’s Wave
- Cognitive Process Profile Assessment
- Firo-B
- Thomas Kilman Conflict Instrument
- Watson and Glazer Critical Thinking Appraisal
This will vary significantly depending on what testing is required. Our qualified assessor will work with you to decide which psychometric questionnaires are best suited to your specific requirements.
