Assessment
We provide a range of psychometric instruments and 360 feedback tools to support your selection, development and succession needs.
Our business and coaching psychologists are qualified experts in the appropriate selection and use of rigorous, evidence-based tools and assessments.
For the range of psychometric instruments we work with, see here.
- Candidate selection and feedback - assessments for competencies, personality and ability
- Individual development - to support the development of self-awareness/knowledge, including strengths, values and personality assessment
- Team development - team assessment tools to understand team styles, dynamics, strengths and weaknesses
- Diagnostic tools - to support the identification and resolution of problem behaviours and difficulties with people and teams
Our business and coaching psychologists are qualified experts in the appropriate selection and use of rigorous, evidence-based tools and assessments.
For the range of psychometric instruments we work with, see here.
Assessment and Selection
Recruitment and selection decisions can be significantly enhanced with the use of rigorous psychometric tools as part of the assessment process. If your organisation is using interview as the sole assessment - even if very well conducted and of a structured nature - they are at best only 30% accurate in predicting how well the candidate will do in the role.
This predictive accuracy can be significantly boosted by the addition of sound psychometric personality assessments. There are hundreds of personality assessments on the market but few are sufficiently reliable or valid to be considered accurate - and this includes some of the most well-known ones. The 'Big 5' is the gold standard (i.e. evidence based) in personality assessment tools so those which are based upon/extensions of this will be valuable. At Managing Change we only use psychometric tools which have a credible evidence base for accuracy. Used in combination with ability tests these benefits for selection purposes are boosted even further.
Introducing these tools to your selection processes is not particularly expensive and provides for considerably more robust selection decisions.
This predictive accuracy can be significantly boosted by the addition of sound psychometric personality assessments. There are hundreds of personality assessments on the market but few are sufficiently reliable or valid to be considered accurate - and this includes some of the most well-known ones. The 'Big 5' is the gold standard (i.e. evidence based) in personality assessment tools so those which are based upon/extensions of this will be valuable. At Managing Change we only use psychometric tools which have a credible evidence base for accuracy. Used in combination with ability tests these benefits for selection purposes are boosted even further.
Introducing these tools to your selection processes is not particularly expensive and provides for considerably more robust selection decisions.
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