Psychometric Testing Services

psychometric testing services

    What we do

    Psychometric Assessment



    Management Battery

    We have put together a standard battery that is applicable to candidates from junior management positions upward. The battery differs from Lower Level Testing in that it is a more personalised and in-depth evaluation that is conducted on a one-on-one basis. The process of evaluation is longer, the reports are more extensive and detailed and, unfortunately, it is more expensive!

    Success in a job at this level is dependent on the combination of a number of criteria. These include:

    • The cognitive ability to manage the demands of the position

    • The requisite personality attributes which the position demands

    • The fit between the person’s interests and their career choice

    • The fit with the person and the culture of the organization

    As a consequence, we have designed this battery which comprises of a number of personality tests, an interest test and an Intelligence test.

    Interest tests identify where the individual’s interests lie and how their broad interest profiles match up with their career choice. The premise behind this test is that one’s interest in doing particular kinds of work should correlate with high achievement in this field. This assessment tool would serve to weed out those individuals who are totally unsuited to a particular type of work. 

    Personality tests provide an in-depth look at the person’s make-up. It should be noted that these instruments can ascertain the extent to which the individual was honest in answering the questions, having built in “lie detectors”. This is invaluable in measuring the validity of the test instruments. We utilize a number of different tests to measure personality, enabling us to cross-check hypotheses across different tests, thereby allowing us to get a better overall picture of the individual. The Personality tests that we use identify the following variables:

      • interpersonal orientation, style and skills

      • work ethic

      • emotional stability

      • influencing and leadership skills - aspects of assertiveness, aggressiveness and conflict management

      • stress management skills

      • Personality and psychological problem areas

      • The likely role the person plays within a team, and the strengths and weaknesses associated with it.

    Cognitive testing –the test we use provides an assessment of the individual’s verbal, practical and overall intellectual abilities and tends to provide a broad indicator of the level of cognitive complexity that they are likely to cope with within the organizational structures of a company. It is conducted on a one-on-one basis and useful qualitative information is, in addition, obtained through this process, for example, how well the individual copes with pressurized situations. It will also indicate where the individual’s cognitive strengths lie, for example typically people with elevated practical abilities are more suited to functioning within a technical arena. The Intelligence test provides specific information about:

      • social intelligence

      • planning and organizing abilities

      • abstract, big picture thinking

      • numeracy

      • attention to detail

      • analytical abilities

      • concentration skills.

    In order to get a sense of whether there is a good fit between the individual and the organisation, as mentioned previously, we make a point of getting to know our clients and the culture of their organisation. In addition, we speak to line managers about the actual position they are seeking to fill, the key competencies associated with the role, as well as the nature of the team that the individual would be required to work in. Then, as part of the assessment process, the candidate has an extensive interview with the psychologist in order to get a sense of the individual, so that there is a backdrop against which to analyse the data.

    With senior executive placements we can also include a further assessment tool which establishes the person’s current and future capability and the extent to which the individual is capable of dealing with the complexity of work associated with the level that he/she would be required to work at. Hence the capability to think at a strategic level can be determined.


    Junior Positions

    This section is applicable to more junior roles within an organisation, where less emphasis is placed on prior educational opportunities. The emphasis here is more on competency, i.e. the ability to do the actual job. For this purpose there are specific aptitude test batteries that we use in conjunction with other tests. Examples of test batteries that are used at this level include:

    • Administrative/clerical positions

    • Secretarial

    • Artisan and operator

    • Computer programmers

    For these positions specific tests measuring aptitude in these fields are used in conjunction with other general tests measuring cognitive ability and learning potential, as well as personality variables. They typically can be done in a group format, so short-listed people can be compared with each other. The beauty of this too, is that it is more cost effective!

    There is another component to this type of group testing. Traditionally organisations only utilised psychometric assessment for more senior roles. However, given our South African climate, the expense of bringing in new people and wasting time and money for them to understand the specific context in which they have to operate, there is increasing emphasis on developing people from within and providing previously disadvantaged people with training and development opportunities.

    We have been extensively involved in projects with our clients where we do an overall evaluation of existing potential at shop-floor level, so as to determine high potential people in the organisation, people with potential who might benefit from ABET training as well as a general sense of training needs. It gives the organisation a sense of potential (or lack thereof), and their capacity to deal with future opportunities.

    While it may seem like overkill to assess at operator/clerk level, these are the very people you want to develop for the future and you need to know what potential exists at these levels. We are still using Dr Terry Taylor’s excellent test battery which measures non-verbal reasoning and learning potential. The beauty of this instrument is that it is not dependent on educational exposure so future trainability can be identified in the absence of formal education or qualifications, and you can assess learning potential accurately even with illiterate or semi-literate staff. With the costliness of labour turnover, if you are not yet testing at shop-floor level you should speak to us about this option. His battery also ties in scores with NQF levels, so as to further hone your knowledge of the potential that exists at lower levels.

    We also have the expertise to design job specific tests for specific positions and industries. We have successfully done so at operator level within the motor industry, an FMCG environment and at SAB where we designed a Numerical Job Specific test specific to Brewing Technicians!

    Group testing at this level can also be used for the following purposes:

    • Bursary testing

    • Graduate recruitment screening

    • Learnerships


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