We understand that choosing the best applicant involves more than just going through applications and holding interviews. A key component of our hiring process is psychometric analysis, which offers insightful, data-driven information about a candidate's character, conduct, capacity for leadership, and teamwork. We evaluate applicants based on their technical skills as well as their compatibility with the team dynamics and culture of your company using scientifically established instruments.

Understanding Psychometric Analysis

Psychometric analysis involves evaluating key psychological attributes such as personality traits, cognitive abilities, and behavioural tendencies. This objective and in-depth approach uncovers characteristics that are often not visible through traditional methods, helping us identify candidates who are most likely to succeed in their roles and contribute positively to the workplace. Through psychometric testing and behavioural assessments, we provide a detailed profile of the candidate that goes beyond surface-level qualifications.

The Profile: Visualising Personality and Behavior

The Profile is the first visual output from our psychometric analysis, providing an overview of a candidate’s temperament and natural behaviour patterns. It offers a snapshot of how they typically behave in various situations and how their current circumstances may influence their actions. This helps us understand how a candidate might respond to challenges, adapt to new roles, and manage stress or change—insights that are invaluable for long-term success.

Interpretation Report: Strengths and Development Areas

The Interpretation Report takes a deeper look at the candidate’s potential assets, areas for development, and how they are adjusting to their current situation. This report helps predict a candidate’s future performance by identifying their natural tendencies and any possible behavioural changes based on their environment. It’s an essential tool for assessing whether a candidate will thrive in your organisation’s culture and meet its goals.

Leadership Profile: Assessing Leadership Potential

For candidates in or aspiring to leadership roles, the Leadership Profile summarises their likely behaviour in leadership positions. It provides insights into their decision-making processes, leadership style, and how they motivate and manage teams. This profile is particularly useful when considering a candidate for managerial responsibilities, as it highlights how they might perform in situations requiring strategic thinking, team management, and problem-solving.

Selling Style: Evaluating Persuasion and Influence

The Selling Style report outlines how a candidate is likely to behave in roles that require persuasion, negotiation, or influencing others. Whether the position requires direct sales or the ability to sell ideas or solutions, this report assesses a candidate’s potential to succeed in environments where communication and persuasion are key to success.

Recruiting and Promoting: Behavioral Interview Insights

Interview Questions—General

To complement the psychometric insights, we provide behaviourally based interview questions designed to probe into the candidate’s past job behaviours. These questions focus on real-world applications of their skills and help predict future on-the-job performance. By integrating these questions into your interview process, you can gain a deeper understanding of the candidate’s strengths and challenges.

Managing and Coaching: Tools for Leadership and Development

Management Overview

The Management Overview report provides a snapshot of the candidate’s profile for ongoing reference. This quick guide helps managers understand a candidate’s natural behaviour and potential challenges, offering a foundation for deeper engagement and feedback. For effective management, it is crucial to align the candidate’s natural tendencies with the leadership style and expectations of the organisation.

Motivating Factors

Every candidate is driven by different internal factors, and understanding these motivating factors is key to fostering job satisfaction and performance. This report identifies what motivates the candidate and evaluates whether those needs are being met in their current role. It also helps assess whether a potential new role would align with these intrinsic drivers.

Strategies for Coaching and Developing

The Strategies for Coaching and Developing report provides actionable insights on how to work effectively with a candidate. This includes guidance on leveraging their strengths, addressing areas for development, and tailoring coaching strategies to their specific needs. When combined with the management overview, this report helps managers understand how to nurture their teams and optimise their performance.

Developmental Learning Style

Understanding a candidate’s preferred developmental learning style is critical for designing effective training and onboarding programs. This report provides insights into how candidates learn best—whether they prefer hands-on experience, formal courses, or structured mentorship—enabling tailored training strategies that maximise growth and development.

Collaboration and Compatibility

Team Approach

Effective collaboration within teams is essential for business success, and the Team Approach report sheds light on how a candidate works in group settings. By comparing their profile with that of other team members, you can assess compatibility and gain a deeper understanding of your team’s dynamics. This is particularly valuable when onboarding new employees, as it allows you to anticipate how they will interact with existing team members and contribute to overall team success.