Psychological and psychometric evaluations
To perform effective psychological evaluation of applicants, it is mandatory to rely on a sound model of performance at work, validated tools and high caliber professionals.
Our model
Our firm has developed and validated a performance analysis model which permits us to target and measure the factors responsible for the work performance of executives. This model is based on scientific research in the field of industrial and organizational psychology. We are, therefore, able to evaluate the strategic factors of any given position that are the basis for a high level of performance in the work place.
Our model shows that an executive’s performance at work is attributable to his conception of the job, to certain basic skills (aptitudes, personality traits, management knowledge, experience) and to his motivation. This helps establish the fit between the candidate’s values and the company’s organizational culture
We measure the components of this model through interviews and psychometric tests.
Our evaluation tools
The interview
Our evaluation interviews follow a structured guide that has been specifically adapted to the company and the position. Generally, we evaluate schooling, work experience, interests, technical competence, motivation and personality. We also use role-playing situations (personnel management positions) to help evaluate the candidate’s judgement. The duration of the interview is 1-1/2 hours.
An “In-basket” exercise
Developed by Jacques Laverdière, M.Ps., a partner in our firm, the “In-basket” exercise is a tool used to measure general administrative skills. It can be applied to managers, as well as professionals. This exercise completes the aptitude and personality tests in a full evaluation process of a candidate. It can also be very useful in a skills development process in the context of an efficient succession planning system. The “In -basket” exercise simulates a dozen or so everyday problems within a company (administrative, materials, production, security and employees). With a predetermined time frame of 2 hours, it can be administered in a group or individually. It measures the following dimensions: Control, problem analysis, planning, organization, decision-making, judgement and written communication.
Aptitudes
In order to measure the candidate’s aptitude level, we use the General Aptitude Test Battery (GATB). This test battery is used throughout developed countries and its psychometric qualities are excellent. It uses a series of eight timed tests which allow us to evaluate and compare general, verbal, numeric, spatial and perceptual aptitudes, as well as aptitudes for office work, to the average of the population. These tests can then be completed by measuring the manual aptitudes of the candidates. This test requires approximately 1 hour.
Personality
In order to get a valid and pertinent picture of a candidate’s personality, we generally use the Gordon Personality Profile, as well as the Gordon Personality Inventory. These tests also measure strategic dimensions of the personality: leadership, determination, psychological stability, sociability, cautiousness, creativity, interpersonal relationships and general energy. The analysis of combined results also helps to determine occupational stability, management style, judgement, potential commitment to the organization and self-esteem of the candidates. These tests take approximately 30 minutes to complete.
Our report
The first part of our report comprises an explanatory introduction of our methodology. The report then follows in three distinct sections: comments on the interview, results and comments on the aptitude tests and results and comments on the personality tests. The conclusion is comprised of a graphic synopsis of the results and a clear recommendation regarding the hiring of the candidate.
Fees
Fees for this service vary between $1,500 and $1,900. The report is available 48 hours after the interview and administration of the tests.
Psychometric evaluation
Psychometric testing is a very efficient method for complementing your company’s personnel evaluation procedure. We propose a proven approach for measuring applicants’ aptitudes and personality profiles.
Aptitudes
In order to measure the candidate’s aptitude level, we use the General Aptitude Test Battery (GATB). This test battery is used throughout developed countries and its psychometric qualities are excellent. It uses a series of eight timed tests which allow us to evaluate and compare general, verbal, numeric, spatial and perceptual aptitudes, as well as aptitudes for office work, to the average of the population. These tests can then be completed by measuring the manual aptitudes of the candidates. This test requires approximately 1 hour.
Personality
In order to get a valid and pertinent picture of a candidate’s personality, we generally use the Gordon Personality Profile, as well as the Gordon Personality Inventory. These tests also measure strategic dimensions of the personality: leadership, determination, psychological stability, sociability, cautiousness, creativity, interpersonal relationships and general energy. The analysis of combined results also helps to determine occupational stability, management style, judgement, potential commitment to the organization and self-esteem of the candidates. These tests take approximately 30 minutes to complete.
Our report
The first part of our report comprises an explanatory introduction of our methodology. The report then follows in two distinct sections: results and comments on the aptitude tests and results and comments on the personality tests. The conclusion is comprised of a graphic synopsis of the results and a clear recommendation regarding the hiring of the candidate.
Fees
This service is available starting at $260. We can also train a member of your staff to administer these tests. With few exceptions, this report is available 24 hours after administration of the tests.