Capability
Assessment

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    Evaluate candidate fit and potential with comprehensive personality and ability testing for informed hiring decisions and team success.

    Employing the wrong person can have significant financial, operational, and reputational costs for a company. It is crucial for businesses to have a thorough and effective recruitment and selection process to avoid these potential consequences. Personality and ability tests can provide valuable insights for organizations when choosing new employees by helping them assess candidates more objectively, predict job performance, identify potential red flags, streamline the hiring process, and improve retention rates.

    Strengths

    Understand core strengths to be leveraged

    Values

    Disclose core values to check culture fit.

    Derailers

    Reveal tendencies that may impact performance.

    Intellect

    In conjunction with personality, EI, interpersonal skills problem-solving abilities, critical thinking, decision-making, and overall cognitive skills are central measures to consider in determining success in many roles.

    Who is Personality and Ability Testing for?

    For Existing Employees​

    Formal assessments of skills, knowledge, capabilities and personality can help companies understand where existing leaders need to develop, and what their potential is for elevation in the company, thereby informing developmental and succession planning.

    For Job Candidates​

    By incorporating personality and ability tests into your recruitment strategy you not only avoid making a false positive (hiring a qualified candidate who turned out to be a poor fit) and false negative hiring decisions (not hiring someone who’s a good fit), but you also enhance your ability to make true negative (hiring someone who is a poor fit) and true positive (the ideal candidate) hiring decisions. In doing so valuable insights into a candidate’s personality traits, work style, and potential fit within organisational culture is attained, time and money both precious resources are conserved.

    How we work
    with you

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    1. Identify the need

    We collaborate to assess the role you are seeking to assess applicants for. We need to know the job description, general purpose, main job tasks and responsibilities. We will also get clarity on the ideal candidate, the person specification, education level, experience, and key attributes. With reference to the job description, we will identify which ability tests are likely to be suitable for the assessment of applicants for the role in question. 

    x
    2. Develop the solution

    Together, we will explore different options to determine the most effective approach, whether it be personality assessment, reasoning, ability, or skill assessment. We typically are engaged to run combination personality and reasoning assessments such as inductive, deductive, verbal and or numerical reasoning for two or more role candidates.

    3. Deployment

    All assessments are proctored hence applicants will undertake the assignment assessments remotely without supervision. We will always provide url links to sample questions along with the invitation to complete the assessments.

    4. Reporting

    We will produce a summary report within 24 hours of completion of the assessment.

    5. Debriefing

    We will debrief key stakeholders on the applicant profiles providing all results, an indication of the extent to which the applicant is a suitable cultural and role fit along with key areas to explore in subsequent interviews. Once a recruitment decision is made, we will debrief both successful and unsuccessful applicants to support development planning.

    01 Standard Personality Assessment

    • Competency Review: Assess four key domains (business, leadership, interpersonal and interpersonal skills) and 32 competencies that occur in business are assessed to create filters through which candidates are assessed for fit assessment and reporting. This way we know exactly what we’re looking for in the ideal role candidate.
    • Personality: Web-based 5 factor model Personality Assessment providing information about an individual's personality and motivational characteristics for any role candidate.
    • Stakeholder debriefing session: A debrief session with the hiring manager and key stakeholders designed to provide in depth feedback on the strengths, risks, development opportunities and recommendation on role and culture fit of the tested candidate/s.
    • Candidate Debriefing Session: One on one in depth debriefing and coaching session for successful candidate.

    02 Premium Personality Assessment - Personality + Ability Test

    • Competency Review: Assess four key domains (business, leadership, interpersonal and interpersonal skills) and 32 competencies that occur in business are assessed to create filters through which candidates are assessed for fit assessment and reporting. This way we know exactly what we’re looking for in the ideal role candidate.
    • Personality: Web-based 5 factor model Personality Assessment providing information about an individual's personality and motivational characteristics for any role candidate.
    • Cognitive Ability: Cognitive ability tests including verbal, numeric, abstract reasoning, and other relevant tests. In depth analytical report providing information about an individual's strengths, performance risks, motivational characteristics, and role fit recommendation.
    • Stakeholder debriefing session: A debrief session with the hiring manager and key stakeholders designed to provide in depth feedback on the strengths, risks, development opportunities and recommendation on role and culture fit of the tested candidate/s.
    • Candidate Debriefing Session: One on one in depth debriefing and coaching session for successful candidate.

    03 Elite - Personality + Ability Test + Development

    • Competency Review: Assess four key domains (business, leadership, interpersonal and interpersonal skills) and 32 competencies that occur in business are assessed to create filters through which candidates are assessed for fit assessment and reporting. This way we know exactly what we’re looking for in the ideal role candidate.
    • Personality: Web-based 5 factor model Personality Assessment providing information about an individual's personality and motivational characteristics for any role candidate.
    • Cognitive Ability: Cognitive ability tests including verbal, numeric, abstract reasoning, and other relevant tests. In depth analytical report providing information about an individual's strengths, performance risks, motivational characteristics, and role fit recommendation.
    • Stakeholder debriefing session: A debrief session with the hiring manager and key stakeholders designed to provide in depth feedback on the strengths, risks, development opportunities and recommendation on role and culture fit of the tested candidate/s.
    • Development Plan: Recommendations for onboarding and development planning
    • Candidate Debriefing Session: One on one in depth debriefing and coaching session for successful candidate.

    “At the conclusion of the coaching program I felt prepared to perform an executive level role in the organisation as a result of the insights I had gained through the coaching process and a shift in mindset which had increased my confidence levels and leadership skills.”

    Director, Legal at NSW Department of Customer Service Hamina Cameron

    “Working with Tim has been a critical part of my success in my role. Tim's supportive style enables you to listen and challenge yourself to truly reflect on whether you need to approach things differently or evolve the way you currently do. I cannot understate how valuable I have found this in achieving the rapid results and success I have in my role.”

    CEO - Edelman. Now Executive Director of Spurcoe and Chair Next25 Steven Spurr

    "Tim encourages self-realization through providing frameworks of understanding, proved a basis for self-solving complex, personal motivational issues. To have this resolution, now provides clarity, alleviates unnecessary anxiety, and consequently aids my ability to make critical representations with a greater degree of confidence."

    CEO - Global Resource Advisory Board Craig Peters

    "Tim challenged me to realise my potential as a more courageous and authentic leader. He regularly shone a light on my underlying thinking pattern that drove my behaviour and gave me access to new possibilities. The most important thing I learnt was to truly understand your core values, holding true to those values led to high fulfillment and I am now a more purposeful and decisive leader."

    CFO at Crestone Jonathan Monaghan

    "Tim’s coaching really helped me address the challenges of being a partner in a law firm. His strategies for building a team have empowered me with the skills to be a more authentic leader. Tim was committed to my success throughout my coaching experience and really gave me a framework to better understand others and to tailor my own expectations and reactions."

    Lawyer & Partner - Clyde and Co Avryl Lattin

    "Tim proved that he was a good listener, a sounding board for ideas, an explainer of concepts, and he asked me insightful questions. In discussing problems, he was able to help me understand the broader issues and gave me the words to verbalise what was really happening. This was very helpful in improving my comprehension of managerial themes and relationships."

    Head of Marketing – UTS Business School Professor David Waller

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