FAQ’s

Do I need to pay any license fees?

 

No – as Chartered Psychologists, we hold the license fees from the test providers and if you want to use our bespoke reporting, these are already interpreted by our team of highly qualified Chartered Psychologist.

Do I need to pay for assessment upfront?

No, all invoices are issued after all candidates have completed their assessments and their reports delivered to the client.

Do I need additional training if using tailored and bespoke assessments?

We provide lots of support to help our clients use our tailored assessments, including full debrief sessions before interviews commence to answer any questions arising and to do a deeper dive into the candidates’ personality, ability, and derailment reports. Our bespoke and tailored reports are written in such a way to make them understandable to people without training. We really do believe in keeping it simple and replacing ‘psychobabble’ with every day and readily understandable English.

How much support and guidance are you typically asked to provide?

That depends on how much support organisations need which is provided free of charge to help our end clients become more competent and confident using the outputs.

I have never used personality assessments before, what are the benefits to my organisation?

There is approximately 85 years of research looking at how effectively personality profiles predict work-related behaviours. In my view, the evidence is compelling and the more quality assessments that are deployed – a multi-method approach, the more predictive the content becomes, furthermore, the Psychological Testing Centre (PTC) at the British psychological Society (BPS) holds lots of validation studies from different test providers that inform users how predictive the tool is, the level of seniority the tool has been validated against and how accurate the outputs are when taken by the same individuals over time. Remember, we only use tools that meet or exceed the demanding statistical and predictive criteria set by the BPS Psychological Testing Centre.

I am BPS accredited already – how can you help me become competent and confident in the use of a different tool?

Easily, we would arrange some telephone sessions to help you understand a different tool to the one you are qualified to use. The purpose of these sessions is to explain the traits, competencies, and factors being assessed until you are comfortable using them in a work setting. In certain instances, we become feedback recipients as practitioners hone their skills and increase their competence. Essentially, we will support, guide, and help until our help is no longer required.

Do you provide full development feedback to both successful and unsuccessful candidates?

Yes, giving feedback is a critical part of an assessment and recruitment process – candidates have taken the time to complete the assessments and remember, it’s their data. We recognise that some candidates will be unsuccessful and by providing feedback, they are able to reflect on their reports and make any adjustments ready for their next assessment. This process also ensures candidates maintain a positive experience of the hiring Organisation.

As Chartered Psychologists, what other services do you offer individuals and organisations?

We help our Clients understand the human condition, which we assess using a diverse set of objective and quality measures to understand the characteristics indicative of high performance. We also provide one to one coaching, learning and development interventions, organisational development, behavioural and cultural change support, and assessment of bench strength capabilities. This is not an exhaustive list – please contact us for additional details of our offering.

How quickly can we get reports back?

Bespoke reports can be turned around relatively quickly and if required, can have them back to you within six hours of the candidate completing their online assessments. Oftentimes, we can produce bespoke reports in a timelier manner, in order to help our clients stay within their deadlines. If we are supporting clients with ‘off the shelf’ reporting, these reports are typically sent within 30 minutes of candidate completion or in line with any agreed deadlines agreed beforehand.

How quickly can you set candidates up and send their invites?

Usually, we can send invites within 30 minutes of request and once we have sent the invites, we will conform via email. Also, the assessment completion deadline and our contact details are provided within the assessment invite should candidates have any questions. Major assessment providers tend to only provide support to the Client ordering the assessments, whereas we go a little further and provide assistance to the test users – those completing assessments.

What are the benefits of using objective assessment in recruitment?
·   Identify high potential ·  More high performers
·   Reduced ‘wrong hires’ ·  Better team fit
·   Reduces staff turnover ·  Better cultural fit
·   Improved ‘take up’ rates ·  Faster learning and onboarding
·   Enhanced candidate experience ·  Focussed development and training
·   Candidates gain development feedback ·  Provides an independent perspective
·   Fairer recruitment ·  Provides additional insights
·   A small investment for large potential gain ·  It is clear, transparent, and fair process

Unfortunately, poor accuracy in assessment decisions costs money. Research has indicated the productivity difference between high and average performers is in the order of 40% of salary, in addition to the considerable costs involved in hiring and developing people. Given the significant business benefits of recruiting and retaining the best talent available, managers have increasingly demanded more objective and accurate methods to identify potential and predict high performance.

Objective assessment techniques such as aptitude tests, workbased personality assessment and competency-based exercises have all been scientifically shown to be more objective and accurate in predicting potential and performance. As such, they significantly improve an organisation’s ability to make correct decisions and manage the risks involved. Not only is objective assessment scientifically proven to help organisations make better recruitment decisions and help develop their talent, the consistent use of such techniques also plays an important role in attracting and retaining talent by fostering a culture of fairness and inclusion, where people are hired and rewarded on merit and have the opportunity to use their talent to the full.