Objective, accurate and fair assessment runs through almost everything we do as consultants and professional advisors. Sometimes an accurate assessment is all that is required, such as on some selection assignments. However, often, assessment is the starting point for further intervention or development.
We are experienced in providing assessments in many different contexts and using many different tools. For example, graduate to senior level selection for promotion and recruitment; specialist dyslexia and other neurodiverse assessments (where we have also acted as expert witnesses to the Court); fitness to plead in a legal context; and assessment of someone’s readiness to return to work after injury / disability.
We pride ourselves on being able to make effective use of robust assessment tools, such as a stand-alone psychometric or an assessment centre approach, combined with the insight and depth of analysis that comes from our experience as coaches, counsellors, and psychotherapists. However, we always make sure that depth of analysis does not distract from the purpose of the intervention, and so we remain grounded and practical at all times in order to deliver the kind of information that leads to sensible and sound decision making.
We take very seriously our role as consultants. No selection or assessment tool is infallible, and we never go beyond the evidence and always make it clear how much confidence we have in an assessment. Our role is typically to provide as relevant, objective, and fair assessment as possible to help the final decision maker reach a more informed decision. We are acutely aware of the demands of the Equality Act 2010, but personally, are also very committed to diversity and inclusion. We always ensure our assessment processes do not cause adverse impact for minority groups (i.e., do not disproportionately disadvantage individuals with ‘protected’ characteristics).
We are frequently asked by the Courts to act as an expert witness to assess someone’s ability to return to work or sometimes to work with an individual to help them return to work. Either way, a relevant and accurate assessment is the starting point, and one that can stand up in the Witness Box if necessary. We use a number of assessment methods to achieve this, including psychometrics.
Through all our assessment work, we endeavour to provide honest, considered, and sensitive feedback that provides outputs that are fair and justifiable to any outside audit.
Psychometrics provide added value in a wide range of settings, including:
Our consultants are qualified and registered with the British Psychological Society to use a wide range of psychometric tools, including, but not limited to:
We have considerable experience in using personality assessment tools in a selection / recruitment context. We would not use such tools to make pass \ fail decisions on their own, but when combined with an interview, the insights gained can lead to the recruiters gaining a richer and more nuanced understanding of a candidate. For example, their preferred leadership style, how they typically respond to stress, their self-awareness, the environments in which they thrive. Such assessments, when carried out with skill, can contribute to a risk assurance process, particularly important if recruiting senior people.
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