There is no such thing as the perfect candidate. What we are trying to do is understand if their strengths outweigh their limitations, for a role that will be culturally and managerial different to anything they have experienced before. As we keep repeating, previous experience is no guarantee of future success.

We are experts in using three different types of assessment and ability testing tools, allied to a genuine consultancy approach:

Personality (Psychometric) analysis

Psychometric tools combine questionnaires and tests to help you identify the best person for the position, not just the best at being interviewed. Combined with a structured recruitment process, psychometric tools will identify those that can do the job now, as well as those who with some training and development are ready to take the next step up.

Be they external candidates or existing employees, all candidates are treated fairly and objectively, with no hint of bias. Such a rigorous process gives all concerned a feeling of confidence, that should they be offered the job, an offer has been made based upon a thorough evaluation.

A twelve month follow up programme will help the line manager in terms of how best to manage, and keep, their new recruit.

Business and Job simulation exercises

With over 200 business and job simulation exercises available, our 'real life' work case scenarios provide objective evidence on how an employee or candidate copes in a variety of situations at non-managerial, managerial, Graduate or Executive level. Set in a wide variety of private and public sector environments, these skills evaluation exercises include:

• Interview simulation
• Oral presentation
• In-tray

• Fact finding and analysis
• Scheduling & project management
• Email In-box

e.g. a junior Business Analyst has to assess five different products and then make recommendations as to which should receive additional investment, complete with presentation.

e.g. a Sales Manager has to review an Invitation to Tender and make recommendations as to how the organisation should respond.

e.g. a newly appointed Project Manager is expected to take over what are perceived to be a number of failing projects.

Sales and negotiation skills, HR issues, Marketing, Finance department, whatever the requirement, there is an exercise that matches your need.

Assessing knowledge and skills – IT (both technical and non-technical)

We have a range of over 200 IT tests that will enable you to evaluate a candidate (or employee) in terms of their knowledge, skill and ability to work to tight deadlines:

• Obtain an accurate picture of someone's IT skills, including sub topics that are important to you (a lower overall score may be compensated by expertise in sub topics relevant to the role).
• Broaden the pool of candidates by helping you recognise those with potential, as well as proven experience.
• Match and set salary expectations versus skills level, together with identifying personal development needs that can form part of an employee's annual review.