Where you build engaging, valid and fair assessments that reflect your organisation.
Once we understand what you want to measure, and why, it is time to create the assessment tools themselves.
We’ll be able to work out together which types of assessment to use and how they will fit in with your business and existing processes.
Situational Judgement Tests provide a two-way assessment between a candidate and your organisation: you can assess them and they can decide if they would like to work in the role. The test asks them to imagine they are in a hypothetical scenario they will encounter in the job: what would they do?
Images and video can also be used to enhance the candidate experience and provide greater insight into the role (and perhaps entice the best applicants away from your competitors!).
These activities are administered face-to-face and give you a chance to see people’s behaviour in a live setting. Whether a group or individual task, with or without a role player, a wide range of activities can be designed in order to simulate a role’s demands and allow assessment of the relevant qualities. This can include recruitment centre design, development centre design and the design of strengths based assessments
Ability tests are typically measures of verbal, numerical and logical thinking skills and are used to give an insight into a candidate’s ‘intellectual horsepower’.
Great for sifting and for providing an insight into how people are likely to perform in roles with a fair degree of analytical skills required.
Despite that odd guy you worked with in your last job, there is no such thing as an objectively ‘good’ or ‘bad’ personality, hence the shift in language from ‘test’ to ‘questionnaire’. Questionnaires measure people’s preferences and tendencies, whether this be to:
Whilst not objectively ‘right’ or ‘wrong’, some patterns of response suggest a better fit to a role than others – and we can help work this out.