Assessment Factors
We use a wide range of assessment techniques to assess an individual.
In-depth Interviewing
When we interview an individual we want to know:
- What they do and do not know - we believe that knowledge and achievements are strong predictors of success
- What they do to keep up to date and the theoretical underpin they use in their approach to their role
- How they get on with other people
- What inspires them to achieve, and
- How we can help them to realise their potential.
Our interview approach is slightly different to the normal biographical approach as we are concerned with establishing whether the individual is the right fit for the role.
The interview gives us the opportunity to assess the individual’s education and training, work experience and knowledge for the post, as well as their general background, personality, management style, career aims, achievements and other personal qualities.
We also ask candidates to verify any academic and professional qualifications they claim on their CV.
Traditional Ability Tests
We offer a range of ability tests:
- Numerical reasoning e.g. NMG from SHL,
- Verbal reasoning e.g. VMG from SHL, and
- Critical thinking e.g. Watson-Glaser Critical Thinking Appraisal from The Psychological Corporation.
- AH-5 – verbal, numerical and diagrammatical reasoning
The choice of ability test is important so we will discuss with you which is appropriate for your requirements. They can be useful to establish whether an individual has a base level of ability in a key area.
Cognitive Testing
Cognitive testing is focused specifically on assessing an individual’s ability to cope with ambiguity and complexity and the level of thinking at which they are able to operate. It can be particularly useful at a senior level to discriminate between those individuals who can operate strategically and those who might struggle in this area.
Simulation Exercises
Simulation exercises such as role plays and case studies can be used to explore an individual’s ability to cope with real issues and to put together a robust strategic and operational plan.
Personality Tests
There are many different tests available although most focus around a number of core areas, namely:
- Openness to experience – is seen as imaginativeness, aesthetic sensitivity, depth of feeling, curiosity and need for variety.
- Conscientiousness – includes organisation, persistence, scrupulousness and need for achievement.
- Extroversion – includes sociability, activity, dominance, the tendency to experience positive emotions.
- Agreeableness – encompasses sympathy, trust, cooperation and altruism.
- Neuroticism – includes the predisposition to experience negative affects such as anxiety, anger and depression, and other cognitive and behavioural manifestations of emotional instability.
Again, within Strategic Dimensions we have the capability to administer and feedback a wide range of personality tests, including some of the more popular ones:
- Occupational Personality Questionnaire (OPQ)
16PF
- Fundamental Interpersonal Relations Orientation-Behaviour instrument (FIRO-B)
- Hogan Development Survey
- MBTI