Barbara Robertson is fully qualified by the British Psychological Society to conduct assessment (single tests or full assessment centres for individuals or groups).   We have associates trained and qualified in a wide selection of methods for particular purposes.

It is important to use qualified testers as both the value to the individuals and the employing organisation will be much reduced by using methods which do not reliably assess the parameters you wish tested. 

Worse, candidates are taking employers (or even potential employers who failed to select them) to Law under Equal Opportunity legislation for using inappropriate or poor tests. 

Purposes of Assessment and Testing
 

Recruitment; Career development; Director level assessment; Redundancy counselling; Team building; Graduate selection;  School leavers career advice. And many more uses.

Types of assessment include (there are several thousand tools):

Personality 
       Personality questionnaire including
 

Interpersonal skills, Thinking style and Coping mechanisms); Management style; Subordinate style (how to assess whether that potential new boss has a style you will flourish or founder under….): Team type; Career themes; Development points.

Ability Tests
 

Abstract Reasoning (the ability to discern patterns from a background of similar material  is a key determinant of ability to reason effectively);  Numerical Reasoning (minimal Mathematical concepts are used to identify the level of reasoning with numbers, increasingly important for professional as well as industrial and accountancy roles); Verbal Reasoning (the ability to reliably interpret reports, discerning the assumptions, possible deductions, inferences etc is increasingly important for managers; a practical test using written material whose neutral content highlights the ability to use the inherent logic in the material);  Many other tests such as the DAT (Differential Aptitude Test) for Guidance used separately or as a linked system for secondary level school students or those entering further education.

Emotional Intelligence – Seven competencies.

Fairly new to the market, this is a developing field, based on the premise that success for humans (in Life, business, studies, coping with change, communication in any situation etc) is based on other factors than our first definition of ‘intelligence’.  At least six other types of intelligence are claimed including Musical and Physical – Sir Yehudi Menuhin and David Beckham  could be geniuses in these terms.    ‘Emotional Intelligence’ (EI) contains components, or competencies, important for us to function in society effectively, such as
 

Self-awareness; Motivation; Influence; Conscientiousness and integrity; Emotional resilience; Interpersonal sensitivity; and Decisiveness.

EI can be developed so this tool could be an important way to identify strengths and areas for future development.  Identifying an individual’s strengths and needs in each of these seven areas allows the person to compile a focused action plan to enhance each competency. 

A multitude of Assessment Tools for many purposes

We can offer many methods including:
 

Jung type indicator (team building etc); Occupation Interest Inventory; Mechanical Reasoning test; Occupational Personality profile.

We welcome exploratory talks about your needs, so please do not hesitate to call or e-mail us.   We are testing people regularly across UK so geography need not be a barrier.