Assessments provide the data for individuals to understand themselves more deeply, much faster; they also help people understand others. Assessments help people become more self aware providing them with insights into themselves. Managers take approximately 6 months to understand new employees, but assessments reduce that time making them efficient faster.
"We hire people for their technical skills...
but fire them for their behavioural faults."
Adds accuracy and objectivity to talent management
Quantifies behaviour for individuals, jobs and teams
Provides a common language for communication
Adds rigour and focus to the interview process
Helps to identify performance gaps and training needs
Leverages recruiting dollars ongoing in performance management
Aligns people, jobs and teams with your business goals
1. Virtual Assessment Centers
Virtual Business simulations measures simulated on the Job performance in response to the realistic challenges associated with a specific role. It facilitates working in "real-time" experience with features such as voicemails and flies in emails that arrive during the business simulation exercise.
Virtual AC simulates an online desktop environment, enabling you to deliver highly immersive and interactive simulation exercises to select and develop your talent.
Why use Virtual Assessment Centers
Saving you time and money:
Administer and mark simulations quickly and easily in any location where an internet connection is available, giving you a fast process with global consistency. Participants and assessors can be in different locations or even different countries.
Reduce travel cost:
Participants role-play leadership challenges with live actors on webcam while integrated data analytics assesses their performance.
Make high-quality decisions:
Virtual AC simulations present realistic working challenges and lets you see the participant in action to provide powerful evidence of an individual's capabilities ensuring you identify the right people.
Giving you choice:
Deliver over 40 business simulations through an online assessment platform. Ask the participant to complete a virtual inbox simulation, a business analyses report, a full virtual assessment centre, or a customized simulation.
Promoting your brand:
Virtual simulations provide an engaging and immersive assessment experience for the participant as well as a realistic job preview, presenting a positive image of the brand.
2. Behavioural Assessment
The behaviour assessment consists of three assessments and a menu of comprehensive reports:
Behaviour Assessment - assesses the behaviours of an individual at work and examines their communication, motivators, fears, natural style, work modifications and behaviour when under pressure.
Job Profile - enables you to quickly and effectively identify job success behaviours for any role at any level in your organization. This provides you with a standard against which to measure candidates’ job fit and an ideal for developing current employees or those transitioning into the role.
Team Assessment - provides powerful data and enables a team to align with the business, understand how the team works, the strengths and limitations and the roles each individual fulfils to optimize on the contribution of the various team members.
3. Cognitive and Learning Potential Assessment
The Smart Aptitude Series is a suite of adaptive ability tests that assess your candidates' potential and capability to be a high performer at your organization.
The Smart Aptitude Series tests will save you valuable time and resources when sifting, identifying and selecting talent.
The tests are designed for use across all sectors and functions for entry level, graduate, managerial and executive level jobs.
Adaptive tests adapt to the individual's responses and whether they answer the question correctly or incorrectly.
The difficulty of the questions presented automatically adapts to the individual's ability as each question is answered.
Smart Aptitude Series tests available:
Verbal reasoning test is designed to measure a candidate's ability to understand, interpret and logically evaluate written information and reach correct conclusions. This aptitude is important when communicating ideas or understanding written communication.
Numerical reasoning test is designed to measure a candidate's ability to understand, interpret and logically evaluate numeric information. This aptitude is important for roles working with data.
Abstract reasoning test is designed to measure a candidate's ability to identify patterns, solve problems and apply logical thinking. This aptitude is important for a variety of roles requiring problem-solving and analytical skills.
4. Emotional Intelligence Assessment
The emotional intelligence assessment tells you how well people understand and manage their own emotions, how well they interpret and deal with the emotions of others, and how they use this knowledge to manage work relationships. Emotionally intelligent people have better self-awareness, are strong communicators and can adapt their behavior to a variety of situations.
5. 360 Assessment
The 360 Feedback Assessment allows organizations to customize the 360 and integrates with typical managerial competencies and includes personal development planning tools. The 360 provides each employee with the opportunity to receive performance feedback from his or her peers, managers, team members, direct reports and even customers. The individual also has a chance to respond to self-assessment. The customizable online 360 Report allows each individual to understand how their effectiveness as an employee, coworker, or team member is viewed by others. Comments are also provided by the raters about the recipient’s key strengths and areas of development that would make the recipient more effective in their role. All of this information is compiled in a comprehensive report that provides the individual assessed increased self-awareness, an understanding of their impact on others and identifies development opportunities.
6. The Resilience Questionnaire
Resilience is an individual's capacity to adapt positively to pressure, setbacks, challenges and change, in order to achieve and sustain peak personal effectiveness.
The Resilience Questionnaire focuses on the aspects of an individual's patterns of thinking, preferences and behavior that affect their ability to respond positively to setbacks and challenges. The tool has a developmental focus, providing information about how each component of an individual's "resilience profile" can be developed, as opposed to assessing whether an individual is resilient or not.
The online questionnaire covers eight components of resilience, which have been identified through extensive research.
The Resilience Questionaire can be integrated into a range of talent management initiatives including:
Development of high potentials
Redeployment, restructure and resizing
Graduate development and onboarding
Management and leadership development