Psychometric Assessments

Building a happier, more productive workforce.

WHAT IS PSYCHOMETRIC ASSESSMENTS?

Psychometric assessment refers to the evaluation of human behaviour by using valid and reliable instruments. It measures psychological constructs such as cognitive ability (aptitude, reasoning, problem solving styles, thinking styles), personality (preferences traits and interests).  Integrity and emotional intelligence assessments can also be assessed. Paper and pencil formats, as well as computer online versions are available. 

WHAT WE OFFER

Click on the options below for more details:

  1. SELECTION

    Selection refers to a process of identifying from a pool of candidates, the most suitable candidate who, according to the decision of a selection panel, best meets the requirements of the given role. This knowledge assists organisations in ensuring a “person-role fit” which not only saves money in the long run, but enhances productivity. The use of psychometric instruments is part of this process, along with competency based interviews, CV’s and reference checks.

    We assess: 

    • Cognitive reasoning and potential
    • Aptitute
    • Personality, interests and values
    • Emotional Intelligence
    • Integrity
    • Competencies (assessment centres)
  2. CAREER COUNSELLING/GUIDANCE

    Career counselling/guidance refers to services and activities intended to assist individuals of any age and at any point throughout their lives, to make educational (school subjects), training (tertiary institutions) and occupational choices and to manage their careers. The activities take place on an individual basis and include career information, psychometric assessment and self-assessment tools, and counselling interviews. Experiencing meaningfulness in one’s career is paramount to achieving success.

  3. ASSESSMENT CENTRE

    Assessment Centres (AC) and Developmental Assessment Centres (DAC) gained wide recognition in South Africa as a systematic and rigorous means of identifying behaviour relevant to role-related competencies (or dimensions) for the purposes of selection, promotion (AC’s) and development (DAC’s) within the workplace.

    The focal point of AC’s and DAC’s is the use of behavioural simulation exercises. These exercises are not meant to replicate a role. They are simulations of situations that the participants may encounter in a specific role. The purpose of these exercises is to elicit the behavioural dimensions (or competencies) that have to be assessed. To gain a full understanding of a person’s range of competencies at least two simulation exercises should be used. Exercises include presentations, group discussions, role – plays, leaderless groups, in tray/in-baskets and case studies.

  4. ASSESSMENT INSTRUMENTS

    These instruments are suitable for different purposes. See the list of instruments we use.

KEY BENEFITS OF PSYCHOMETRIC ASSESSMENT 

 

PROFESSIONAL ASSOCIATES