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Typical assignments
A
client’s needs are paramount, so the first thing we do – whether for
selection, development or career guidance – is to listen carefully so we understand the requirement and its context.
It is only by understanding what a client wants to achieve
that we can advise on suitable assessments and the options available.
This process of working with a client and jointly agreeing the
testing programme produces optimum results in terms of information gained,
time frames and cost.
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Recruitment:
We normally recommend the use of both aptitude and personality assessments
in recruitment. For example, high level reasoning tests, in
conjunction with personality assessments, would be used for board level
appointments, whilst numeric & verbal reasoning tests and computer aptitude
tests may be used for finance and IT appointments respectively.
Once results are available, reports are presented to the
client, followed by detailed verbal feedback and discussion of the
more important aspects. We
also recommend that candidates are given feedback on the results,
either verbally or in writing.
(It should be remembered that assessments
and tests are only one source of information along with CVs, career
history, application forms, references, etc., and decisions should be
made only after considering all factors). (See also
Recruitment
& Selection).
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Development: There are
a number of well respected assessments specifically for
personal development. (See
also Assessment for
development).
Again we select the assessments to be used after careful discussion of
the objectives with the client. In a development project, the
results of the reports are discussed in detail with the candidate so
that the wealth of information provided by the assessments is placed
into context and a personal development plan is established.
Progress can then be monitored and progressed either by us or by the
client.
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Career guidance: In
career guidance we nearly always use the very well respected Morrisby
Profile, supplemented with other assessments and tests depending on the client’s particular
circumstances. For young people
(i.e. normally those still at school) we use the Morrisby Profile in
conjunction an Interest Inventory because it is
possible to use specially developed computer programmes to access a very large database of jobs and occupations from
which are selected those which match the abilities and interests of the candidate.
For young adults the same procedure
may be relevant, but for older adults we often supplement the Morrisby
with other assessments.
Once the reports have been assembled, they are sent to the
candidate about a week to ten days before a follow up meeting where
the implications of the results are discussed in detail along with any questions
or issues the candidate may have. (See also
Career
guidance).
Initial discussions about any project
are without cost or obligation, and we only start work once a client has
agreed all the details of the project in question. If you would
like further information, please contact us.
back to "About
us"
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