Psychometric Profiling

We use a range of Psychometric Profiling tools

> Hogan

Using the Hogan solution, we can examine personality from every angle. By measuring the bright side, we look at qualities that describe how people relate to others when they are at their best. This gives a valuable insight into how people work, how they lead, and how successful they will be.  Looking at their dark side helps recognise and mitigate performance risks before they become a problem. Assessing the inside of personality helps assessing values to understand what motivates employees to succeed.  It can be used for recruitment to uncover the best candidate and explore their strengths, performance risks, and values.  It can also be used as a tool for talent development by creating targeted development plans that align with business goals as well as using individual development to achieve sustainable growth.

> SHL

SHL provide deep people insights to predict and drive workforce performance by using cutting edge assessments that make people successful at work.  We can use SHL to look at Behavioural, Personality, Cognitive and Job Focussed Assessment. 

  • SHL Behavioural Assessments – show how employees behave on the job, how they work with others, manage teams, strive to meet goals, overcome setbacks, or analyse problems.  It is directly connected to the achievement of job-related objectives. Behavioural assessments identify people with the potential to succeed in a role and can sift out candidates who are not suitable based on the required behaviours;

  • SHL Personality Assessments - show how a candidate will fit into the work environment, work with other people and cope with role-specific job requirements. It can be used for selection, team building or talent management;

  • SHL Cognitive Ability Assessments - comprise multiple-choice items that measure various mental abilities, such as verbal and numerical ability, reasoning ability, and reading comprehension. Some cognitive ability assessments measure distinct abilities (e.g., verbal, numerical), while others measure a combination of different abilities to provide a measure of general mental ability;

  • SHL Job Focussed Assessment – uncovers the best-fit talent for core job roles; 

> OPQ32

By Using OPQ32 we can provide you with information on the aspects of an employees’ behavioural style that will impact on their performance of competencies at work. These models provides a clear, simple framework for understanding the role of personality in the workplace and the impact it has on an employees’ performance.  It provides detailed information on 32 personality characteristics which underpin performance on key job competencies critical for all types of employees.  It can be used for selection, development, career advice and team building

You will receive user-friendly and professional formatted reports that use clear, concise language with easy to understand graphical summaries.

Employees are measured against 20 key competencies:

  • Leading & Deciding - deciding and initiating action, leading and supervising;

  • Supporting & Co-operating - working with people, adhering to principles and values;

  • Interacting & Presenting - relating and networking, persuading & influencing, presenting & communicating information;

  • Analysing & Interpreting - writing and reporting, applying expertise & technology, analysing;

  • Creating & Conceptualising - learning and researching, creating and innovating, formulating strategies ad concepts;

  • Organising & Executing - planning and organising, delivering results and meeting customer expectations, following instructions and procedures;

  • Adapting & Coping - adapting and responding to change, coping with pressure & setbacks;

  • Enterprising & Performing - achieving personal work goals and objectives, entrepreneurial & commercial thinking;