Hiring or promoting people who don’t fit in to a corporate culture or team can be demoralising for colleagues and costly for an organisation. Being able to identify people who are a good match for a role and for the organisation is a critical component of any organisation’s performance and success. We provide practical support for these recruitment decisions, as well as to monitor and improve the performance of existing employees.
Measure of a person’s competencies, personality and motivation
The people who work closely with you are best placed to evaluate your performance
Simulate a candidate’s performance in a role to see how they would perform if they actually got the job
Receive in-depth feedback on performance and plan the development ahead
Psychometric tests are often used in the workplace because they provide an independent measure of a person’s competencies, personality and motivation. They are often used in the recruitment process, alongside CVs, assessment centres and interviews.
Psychometric tests can also be used as part of a review, coaching or a development programme. They provide a valuable insight into a person's strengths and development areas. They also can be used in teams to give perspective on how the team members works together.
Our associates are qualified in the following methods of personality assessment
A thorough written report is provided for each candidate. We also provide one-to-one feedback.
The assumption behind a 360 feedback process is that the people who are best suited to judge the performance of others are the ones who work most closely with them. 360 provides a valuable source of information, to form an accurate picture of a person's performance. This can be used as part of coaching, learning and development. Typically this includes colleagues, managers, direct reports and sometimes customers.
The process also includes individuals filling out a questionnaire for themselves too, assessing their own performance, which can than be compared to the team feedback about them.
Selecting the right candidate for a role is key. The best way of assessing whether someone has the potential to do a role is to put them in the role, even if it is for a short period of time. Using an assessment centre tailored for the role is the next best thing.
Our assessment centres are tailored for each role. They can inlcude
A thorough written report is provided for each candidate. We also provide one-to-one feedback calls to all candidates
Leaders rarely have the opportunity to receive purely objective feedback on their leadership style and skill. Development centres offer them the opportunity to receive feedback enabling the development of robust and tailored personal development plans.
Our development centres are tailored for the organisation and can include
They can also include short workshops on key topics such as resilience and building confidence
Coaching for Executives
Coaching for Junior and Mid Level Managers
Coaching for Maternity and Career Breaks
Coaching for High Potentials
Coaching for Women
Face-to-Face or remote Coaching?