recruitment and selection

Find out which applicants really have what it takes to succeed. Customised candidate reports from just £245 plus vat, including:

  • pen portrait
  • competencies profile
  • interview prompts

Psychometric tests save time and money when used during recruitment and selection - as well as getting much better results.

the financial benefits of psychometrics

Independent research¹ shows that organisations using assessment tools are seeing:

  • 12% increase in revenue and an 11% increase in profit per full time employee
  • 47% greater improvement in hiring managers' satisfaction
  • 15% greater performance in first year retention
  • 18% greater new-hire performance

competencies

Our British Psychological Society accreditation means that we are qualified to use a wide range of ability and personality tests to support sifting, shortlisting and final selection.

interviews provide part of the picture

Interviews enable experience and knowledge to be probed, but they only uncover the information which the interviewee chooses to share. Other techniques, such as simulations, can shed light on skills but they do not provide the full picture.

predicting performance and staying power

Ability and personality tests provide powerful insights into capability, potential and personality; they enable you to predict performance and staying power.

better informed, fairer and more objective

Psychometric tests enable better informed, fairer and more objective recruitment decisions to be made. They enable interviewers to get under the surface and discover what's really going on.

save time and cost - reduce staff turnover

Sifting through a large volume of applicants is time consuming and can be somewhat arbitrary.  We can save you time by performing an initial sift using online ability tests. Candidates lacking key skills can be screened out early in the selection process.  

The use of personality tests helps reduce staff turnover by profiling candidates against the competencies - hard and soft skills - required for the job. By understanding better how candidates will react in certain situations, it is possible to achieve a better fit between the candidate and the organisation.

for employers and recruitment agencies

Our service is designed for both employers and recruitment agencies. Let us work with you to:

  • identify the most appropriate test or combination of tests
  • administer the testing process
  • interpret the test results in plain English
  • generate interview prompts

Call for more information - 023 9224 0243

¹ Aberdeen Research, Demonstrating the Positive Impact of Assessment on Business Performance, July 2010.

SHL is a registered trade marks of the SHL Group Limited which is registered in the United Kingdom and other countries.

OPP is a registered trade mark of OPP Limited which is registered in the United Kingdom and other countries.

 

call now: 023 9224 0243
identify competencies

Identify competencies required for the role and rank them essential, desirable, less relevant or not relevant.

candidate personality tests

Personality tests enable the most suitable candidates to be selected in. They are powerful predictors of staying power and performance against factors critical to job success.

profile candidates

An analysis of personality test results enables candidates to be profiled against the competencies required for the role.

aptitude/ability tests

Aptitude or ability tests enable unsuitable candidates to be screened out early in the selection process - saving time and expense later, at the assessment centre or interview stage. 

call now: 023 9224 0243