Assessment and Profiling

Feedback direct to candidates is an essential element of the assessment process

Why use Assessment and Profiling?

Our clients have many different reasons why they use our Assessment and Profiling service.  The most common are:

- Identification of training or development needs
- Recruitment, internal or external
- Selection of candidates for promotion
- Succession planning
- Part of an Assessment or Development  Centre process
- An aid to career counselling
- Building a cohesive and/or a new team (eg for a project)

We believe strongly in the ethical use of psychometric tests and questionnaires.  Our senior consultants have been trained and qualified to use and administer feedback for all our tests, under the standards applied by The British Psychological Society.

What is Assessment and Profiling?

In essence, we arrange for a client's candidates / employees to complete a relevant ability or aptitude test, plus in most cases an occupationally related personality questionnaire.  The psychometric assessment tools that we use, are all vaildated for use with Asian, including Malaysian, candidates, and we measure the results against local normative data.

Following the candidates' completion, we produce a written report on each candidate for our client, and very importantly, also give direct feedback to the candidate.  This latter step is ethically essential.

The next step is up to the client - comparing the assessment data against actual performance.  However, in many cases we also assist in this essential process.  Why essential?  We would suggest that under no circumstances should decisions be made about individuals, based solely on data from psychometric profiling.  These are extremely valuable tools, which can enormously enhance the HRD process, but they are most effectively used when validated against observed, or actual behaviour, or a known ability level.