Assessments
SELECTION
Wave Assessment:
The Wave test is frequently used during the hiring process. It allows employers to evaluate personalities among a pool of candidates. It can also assist managers in determining which job role an individual is best suited for or as part of a larger career development strategy.
The questions are intended to elicit additional information about a candidate’s working style, preferences, and behavioural tendencies. Assessment results help organisations hire people who have personality traits that complement the company culture. As a result, Wave tests play an important role in many organisations’ hiring processes.
Mercer Mettl:
The Mercer assessment is a tool that assists managers in determining which job role an individual is best suited for or as part of a larger career development strategy.
The following tests are part of the evaluation:
Psychometric tests: These assist in assessing and identifying key personality traits that can influence cultural fit, trainability, and job performance.
Behavioural Tests: Using our behavioural evaluation tools, hiring managers can gain insights into actual work behaviours.
Aptitude Tests: Using scientifically designed aptitude tests, hiring managers can find performance-driven and result-oriented individuals.
Coding Tests: Hiring managers can scale their technical recruitment by using our integrated coding assessments and simulators.
Domain Tests: Using our technical assessments, hiring managers can find the best candidates with in-depth functional knowledge.
DEVELOPMENT
The Leadership
Effectiveness 360
The Leadership Effectiveness 360 is a test that will determine:
• Identifies areas of strength and areas for improvement in critical leadership competencies; allows participants to see themselves as others see them.
• Assists participants in developing a personalized leadership development plan.
• Serves as a benchmark for participants’ leadership development.
While everyone has natural leadership qualities, leadership is a skill that can be learned, practised, and improved. This assessment’s insights will unlock and augment the parts of leadership that are natural strengths, while also assisting participants in working on areas of weakness to make them a more well-rounded, balanced, and adaptable leader.
The DISC Assessment model is straightforward, practical, easy to remember, and universally applicable.
It focuses on individual patterns of external, observable behaviours and assesses the intensity of characteristics for each of the four styles: dominance, influence, steadiness, and conscientiousness. It is simple to identify and understand one’s own style, recognise and cognitively adapt to different styles, and develop a process for communicating more effectively with others using the DISC model.
