Psychometric profiling (also known as assessments), are a way of measuring a person’s behavioural style, skills and personality, using a structured, objective, data-driven approach.
There are a range of scenarios where these can be really effective:
- Predicting job performance – hire better people by measuring basic employability, work style, safety consciousness, and organisational fit.
- Evaluating career derailers – identify and mitigate performance risks that can degrade leadership success, erode relationships, and damage professional reputation.
- Identifying potential – find and develop your organisation’s next generation of top talent.
- Leadership development – leverage the strategic self-awareness gained through the assessment process with executive development and coaching.
Our consultants are qualified to deliver a wide range of psychometric solutions including:
- MHS EQ-I
- Human Synergistics
- Leadership Versality Index
If you would prefer to explore another solution not mentioned in this list please let us know.
As an example here’s an insight into Hogan’s 3 core assessments.
Hogan Personality Inventory – Describes normal, or bright-side personality – qualities that describe how we relate to others when we are at our best. Whether your goal is to find the right hire or develop stronger leaders, assessing normal personality gives you valuable insight into how people work, how they lead, and how successful they will be.
Hogan Development Survey – Describes the dark side of personality – qualities that emerge in times of increased strain and can disrupt relationships, damage reputations, and derail peoples’ chances of success. By assessing dark-side personality, you can recognize and mitigate performance risks before they become a problem.
Motives, Values, Preferences Inventory – Describes personality from the inside – the core goals, values, drivers, and interests that determine what we desire and strive to attain. By assessing values, you can understand what motivates candidates to succeed, and in what type of position, job, and environment they will be the most productive.
PSYCHOMETRIC & BUSINESS PSYCHOLOGIST
Marie’s consulting work has included effectively utilising a variety of tools to aid robust decision-making in various mid to senior level selection processes, drawing on assessments to design and deliver competency-based interview practices, as well as developing evidence-based employee development plans and coaching programmes… Read More
Sarah is an organisational psychologist and advanced Hogan practitioner who specialises in leadership development, EDI (equality, diversity and inclusion) training and executive coaching. She takes an evidence-based approach to her works and provides her clients with targeted solutions which address their organisational needs… Read More
Tansel’s coaching is excellent. He is approachable, professional, and knowledgeable. He is empathetic, non-judgemental, and ensured he established my needs, and learning style. His expertise helped me to address problems I had around managing my workload and having to be… read more
I’ve been working with Tansel for the past 9 months since assuming some new leadership responsibilities and have found his input to be invaluable. Tansel has helped me to develop both self-awareness and awareness of colleagues regarding style and approach… read more
I have worked with Tansel for the past few years both as a client and more recently as a candidate. Tansel takes the time to get a good understanding of both the client and the brief and as a result… read more
Tansel has consistently maintained a strong relationship over the years. He is open, honest, focused on successful outcomes and understands his clients requirements and challenges effectively.
I have worked with Tansel over many years now, from my time at Balfour Beatty, which is a testament to his sage advice giving, industry knowledge and ability to deliver. Long may the relationship continue. read more