Assessment for Selection

We support client organisations through the use of personality assessments and ability tests to support both selection & recruitment as well as learning & development. We help clients manage employment risk and optimise talent from graduate and entry-level roles right up to senior executive and including boardroom appointments. Or, put more simply, by knowing more about human variables, we help ensure that clients hire right and, at the same time, through focused learning & development, get the very most from their existing management and staff team.  

Personality assessments are used to help predict how people are likely to perform at work and in teams, and where they will need the most management support. Using the proper combination of assessments we help clients gauge career development scope and identify those with the most potential for growth, as well as helping prevent rising stars from under-performing or derailing.

It is a rare manager who has never regretted a hiring decision. Too often hiring decisions are made based on gut instinct, first impressions or (subconscious) subjective personal prejudices. Unfortunately, selection mistakes do not end with a moment’s regret; they devour management time, HR resources and the goodwill of the team, and they usually mean that the job for which the person was hired does not get done well, if at all. Cost estimates from various sources for selection errors range from one to three times a person’s salary, depending on the level and role in question.

Putting the wrong people in the wrong jobs has a direct impact on productivity and efficiency, and the cost of reversing the decision is often considerable. By using the correct combination of psychometrics we support our client’s selection, development and promotion decisions and, in so doing, helps avoid costly recruitment mistakes. 

The suite and range for assessments and tests available through New Dawn Career Coaching include:

Ability Tests & Aptitude Tests

Designed for use in measuring current ability and future potential, New Dawn Career Coaching offers a range of tests suitable for all levels in the organisation that includes Verbal, Numerical and Logical Reasoning tests.

Personality Questionnaires

Gaining an insight into someone’s personality typically takes time, but there is a human equivalent of due diligence which can provide reliable shortcuts. Personality measurement – or ‘psychometrics’ – is an essential element of the process, along with other methods of data capture such as behavioural interviewing. We offer an extensive range of online personality questionnaires including:

Type assessments:

Type-Coach

Myers-Briggs Type Indicator (MBTI) (Step 1 and II)

Self-awareness is the first step to personal and professional growth. Type instruments such as Type-Coach help individuals understand their strengths, their preferred working styles, and ultimately helps them see their potential. Insights from the Type-Coach can be used to develop understanding of differences in an organisational context or individually and provide clarity. Type-Coach assessment helps create appreciation for communication styles and task approach between leaders, team members and colleagues – enabling them to work better together.

Personality trait assessments:

SovaAssessment,  Dimensions, CPI260, 16PF.

Interpreted by a qualified practitioner, these trait instruments provide a breadth of insight that helps clients to understand objectively who people are by getting a view of their whole personality. They are designed to reveal potential, confirm capacity to sustain performance in a larger role and help identify development needs. This reduces the risk in decisions about key roles and promotions, at all levels, providing a perspective that is difficult to obtain from an interview alone.

Emotional intelligence

Emotional intelligence is a set of emotional and social skills that influence the way we perceive and express ourselves, develop and maintain social relationships, cope with challenges and use emotional information in an effective and meaningful way.

The EQ-i 2.0® and EQ-360™ instruments measure emotional intelligence (EI) and how it can impact people and the workplace.

By identifying the areas that need improvement, the client can immediately begin developing those areas. At the same time, areas where the client excels can be leveraged to their full potential to maximise effectiveness in daily tasks.

While emotional intelligence is not the sole predictor of human performance and development potential, it is proven to be a key indicator in these areas.

360 assessments including:
Sova Assessment 360

Benchmarks 360 from the Center for Creative Leadership (CCL)

Korn Ferry Leadership Architect (KFLA) 360

The use of 360s can be very powerful in learning & development. The key benefit of collecting such data is that the individual gains a holistic view of how they are perceived rather than just relying on their own perceptions.  They provide straightforward and intuitive multi-source feedback to help leaders quickly identify their strengths and developmental needs. With skilled and insightful feedback from New Dawn Career Coaching, the clarity of 360 reports helps leaders easily recognise their leadership capabilities and challenges, and take actionable steps for growth. 

Leadership Style Surveys

Inventory of Leadership Styles

Organisational Climate Survey

FIRO-B

Korn Ferry’s Inventory of Leadership Styles and the Organisational Climate tools are 180- degree surveys that give direct reports the opportunity to provide feedback to their managers. The Styles survey offers feedback on six approaches leaders may take when leading others: Directive, Visionary, Affiliative, Participative, Pacesetting, and Coaching. The most effective leaders are able to use a range of different styles depending on the demands of the situation, but with a greater emphasis on use of the Visionary, Coaching and Participative styles. Leadership styles have a significant impact on the climate that leaders create for their teams.

The FIRO-B® (Fundamental Interpersonal Relations Orientation-Behavior™) instrument helps individuals understand their behaviour and the behaviour of others. With the insights of an individual’s interpersonal needs, it can help improve workplace interactions.

Cognitive Process Profile (CPP)

The Cognitive Process Profile (CPP) is an advanced computerised cognitive assessment technique or test that externalises and tracks thinking processes to indicate a person’s cognitive preferences and capabilities. Based on this information, a suitable Stratified Systems Theory (SST) work environment, learning potential and developmental needs of the person can be identified.