Psychometric profiles are standardized questionnaires designed by psychologists to measure personality, ability and preference. They can be useful tools both in leadership development and recruitment*.
These tools can be useful to help leaders answer some of the following questions
- What are my blind spots?
- How can I best influence others?
- How can I reduce conflict and increase collaboration?
- How do I best manage stress?
- What situations might bring out my best and my worse?
Below are the key tools we use.
*If you want to know more about using these in recruitment get in touch.
The insights from the Hogans inventories help us understand the consistent ways a person is likely to interact with the world, both in good times and bad. The tools are based on robust and extensive research, worldwide over decades.
Three surveys cover three different components, namely:
- The Bright Side: How the person is likely to behave under normal circumstances
- The Dark Side: Insight into potential derailing tendencies. i.e. how the person is likely to behave when tired, stressed, or bored. Put another way – at the times they are not actively managing their reputation.
- Preferences and Motivations: what things are key to the person’s work and life satisfaction.
The Selector report will provide insight into:
- Reasoning ability in terms of verbal, numerical and logical reasoning. This helps to ascertain both their ability to carry out the requirements of the role and the potential for future promotion.
- Work style preferences. This provides a feel for how they will cope with your systems and processes. It also gives you an understanding of what induction and training will be most effective and efficient for this person.
- Personal style. This enables you to assess their potential fit with your organisations’ culture and people.
- Resilience. This measures their skills in combating stress and identifies possible training opportunities.