If you want to hire “smart” people, “creatives”, “thinkers”, etc. We cannot trust only our personal judgement or gut feel.

Research shows that we tend to hire same minded people or “mini me’s”. Blindly hiring is a recipe for sudden and catastrophic failure, you obviously want to hire the best people.

But who’s “best” is that, is it the CEO, the manager, the line manager or the co-workers?

Psychometric assessments have proven to be objective, reliable means of understanding people’s strengths, areas of development, operating styles, learning potential and personal drivers.

Psychological Profiles

Psychometric Profiles for Employees

Is a tool that has been standardized for the South African market (culturally sound, sensitive, reliable) that examines the strengths, areas of development and operating styles of people. We also analyze people's leadership potential and how well they would do in their jobs.

It has been used for recruitment, coaching, training, restructuring. There are no good or bad personalities but rather employees that have been not utilized effectively ie round peg in a square whole. We tend to minimize that or find the best strengths and develop the areas of development.

  • Unique and efficient scale structure
  • 6 primary traits
  • High level of test validity
  • High level of discriminant validity
  • Fast and cost effective
  • Provides a comprehensive interpretation and report for various positions
  • Takes 25 minutes

Take the Psychological Profile Test now

Problem Solving Assessment

Is a tool that examines how well people react to uncertain situations, solve unfamiliar problems and what cognitive potential they have. This is crystal intelligence and is not equal to previous education or schooling.

It is very suitable for the South African market as the assessment is based on pictures and figures and language is not an advantage or disadvantage.

  • How you deal with uncertain / unfamiliar situations
  • Culturally Fair And Non Verbal Intelligence Test
  • Culturally fair tests measure and are scientifically designed to minimize educational, environmental and cultural influence on intelligence tests. The test comprises of multiple choice questions of abstract reasoning in increasing difficulty, meant to measure general cognitive abilities and is independent of reading and writing skills.
  • This following test is most suited to check non-verbal intelligence and for psychometric evaluation of applicants.
  • In each question a subject is asked to analyze a geometric pattern and identify the missing part to complete the series. The pattern can be in the form of a 2x2, 3x3 or 4x4 grid.
  • The test consists of 60 questions which is to be answered in approximately 40 minutes.

Take the Problem Solving Assessment now

Personal Drivers Assessment

Is a tool which measures people's personal motivators and values. These motivators can range from security needs, fear of failure, learning and growing, competition, etc.

The assessment is a South African based assessment and has been used in the market for over 15 years.

Company culture is very important for organisation’s overall success, identity and company-employee fit. Research suggests that employees perform at their best when their personal values and that of the company are in-line. This tool can measure the values that company have and lives by as well as the employee values. We can further match them and also identify where the gaps are.

The assessment examines how we can motivate staff better. Eg we might think that sales people are driven by competition but at that moment their personal drivers are to get better education or personal improvement.

  • Highly reliable – have been used for more than 30 years in South Africa
  • South African based assessment
  • Can be moderated for other countries
  • Looks at 7 primary drives
  • Is based on Maslow’s hierarchy of needs
  • Takes 15 minutes

Take the Personal Drivers Assessment now

Extreme Teaming & Team Awareness

  • teams will perform well and effectively if they are well designed.
  • well designed means a clear boundary, a shared goal, an inter-dependent task, some stability, appropriate composition for the task and adequate resources.

Extreme Teaming focuses on team as a process rather than teams as entities.

A Team’s performance is determined by the mindset and practices of teamwork NOT by the design and structures of the team.

Extreme Teaming focuses on assembling groups of people with different backgrounds where they can solve complex problems and innovate.

We need to identify what team dynamics are at play. Are they positive and effective where it makes a Team to be flexible and agile with healthy attitudes or the team dynamics prevent team members of seeing the next level or blocks them to complete the strategy.

HUC aims to uncover blockages within the relationships in a team, make the team aware of the effects on productivity and overall company strategy and provide scenarios to build real, high performing teams.

Business Inventory

  • More specific to particular occupations
  • Developed in Germany
  • Deals with particular questions relating to personality that arise in workplace
  • Takes 14 scales
  • Takes 35 minutes

Integrity assessment

Work-based Integrity Assessment:

  • Honesty
  • Trustworthyness
  • Reliability
  • Openness
  • Loyalty
  • Fairness
  • Moral Reasoning

The assessment is based on the Prudentius model of integrity and it includes 7 scales: -Prudence, - Fortitude, -Temperance, - Justice, - Faith, - Charity - Hope

The Work-based Integrity Assessment identifies risks in the following areas:

  • Carelessness, accident proneness & negligence
  • Lack of commitment, absenteeism & lazyness
  • Proneness to violence, hostility & intimidation
  • Disciplinary problems, subversion & intolerance
  • Disrespect for senior managers, overbearing behaviour & arrogance
  • Theft of company property, wasteful use of resources & failure to share
  • Inability to cope with change, or resisting change.

Integrity vs personality tests

Integrity is an evaluation of values, attitudes and work ethic. Integrity is influenced by decisions and therefore can be subject to change. Personality on the other hand, is a reflection of our nature and thus cannot change. A person cannot be held responsible for specific personality traits, but can be held responsible for their work-based integrity and ethical behaviour.

Beyond personality testing

Current research shows that integrity assessment is one of the best predictors of overall work performance and that it is more accurate than personality assessment in identifying counter-productive behaviour.