The problem of trying to identify and give realistic definition to people’s potential remains a major issue in most companies. As a consequence, succession planning, recruitment selection and promotion often see enormous investment – in time, energy, discussion and money. The relative and indicative nature of the data and information our assessment tools generate can often provides helpful supportive feedback which may add significantly to your knowledge of people’s transferable competencies, preferences and motivations.

We use our instruments as diagnosis tools, to be applied in recruitment and selection, assessment centres, development centres, training programmes and team building workshops. They provide the opportunity to enhance and enrich jobs or roles in a similar way and, therefore, relate personal growth to role expansion. Instruments we use:

• Biodata inventories
• Personality inventories (CPI)
• Structured and unstructured interviews based on Lominger kit
• Achievement/ proficiency assessment
• Psychological profile assessment (NEO-PI-R, 16 PF)
• Recommendations and reference checks