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Frequently Asked Questions

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There are a number of possible reasons why:

- The tools which we use provide 'shortcuts' to understanding the way in which a person deals with information and makes decisions, something that is far more difficult to judge simply from information gathered in an interview situation.

- Bringing candidates to an office away from the offices of the company which they are wanting to impress often allows them to reveal the 'truer' side of themselves than that which they have learnt to project for interview purposes.

- A long assessment day is a stressful situation and it allows us both objectively and subjectively to assess how they handle such a situation and, therefore, project how they may handle similar business situations in the future.

Yes, it is possible to a certain extent, particularly on the personality tools - however there are ways in which we can pick this up. Further, there is no way of cribbing any part of the cognitive or behavioural assessment and therefore the combination of information provides a relatively 'fool proof' way of ensuring that they are unlikely to be able to consistently crib. If someone does attempt to crib, it obviously shows some fairly significant characteristics about themselves.

Assessment provides another way of looking at an individual. It should always be used in the context of interviews with the client organisation and other ways of judging the relevant skills for the job such as social situations, technical skills, etc.

The consequences of making an incorrect selection decision are enormously costly and painful (as anyone who has made that mistake well knows). We have a number of cases in our active clients where our recommendation has been to not employ and the client ignored that recommendation, only to regret it fairly soon down the line.

No - there are too many factors at play. However, the closer we get to understanding our client's needs the more certain we can be of our recommendation.

First of all we need to understand exactly what the purpose is of the assessment and what the role is that the person will / should play and thus what the relevant competencies are. From that we determine which the most suitable tools will be. We then arrange a session with the individual which depending on the process may take anything from 2 - 8 hours. We are in a position to give verbal feedback to the client by the end of the following working day and provide a written report with 8 working days of completion. The depth of the report depends on the option chosen by the client.

Our holistic approach to assessments usually involves a battery of at least three tools, consisting of a cognitive, behavioural and a personality test. A battery of tests, depending on the choices can take anything from 3 to 8 hours

Legally, the candidate is entitled to feedback. We take care and time in presenting the feedback to the candidate face to face to make the assessment process both meaningful and beneficial to the candidate. A time is arranged at the assessment for the feedback session, which is done independently from the client who requested the assessment.

All information is treated with the utmost confidentiality and consent is requested to divulge any information from the candidate.

Each tool is supported by various statistics about its use, reliability and validity. This information is used as a bench mark and reference when scoring an assessment. It is also important to note that an assessment should not be looked at independently, but rather in addition to the normal interview process to achieve a fairer and more accurate assessment of an individual.

The results of the assessments may highlight your areas of strength as well as your areas for development. This information can be used in further enhancing a career path.