psychometric assessment

At DWHRC, we specialise in the use of psychometric assessment. There is now a vast range of psychometric tools available to help us with all sorts of different people-management interventions. We pride ourselves on being able to offer a comprehensive range of tests and assessments, according to the needs of the situation.

For example, psychometric assessment can be used productively in:

  • Assessment and selection.
  • Personal development.
  • Management and leadership development.
  • Coaching.
  • Outplacement.
  • Team-development.

An important consideration is always "what is the most suitable assessment, or range of assessments, to use in this situation?" It is very much a "horses for courses" or "weapon of choice" consideration. In the selection context, it has been demonstrated many times that using appropriate psychometric tools can significantly increase the chances of finding someone likely to be better at, and suited to the job in question. For example, DWHRC was commissioned by the East of England Trading Standards Association (EETSA), along with Blue Edge Consulting, to design a robust assessment for people wishing to join or already in regulatory services, such as trading standards, environmental health, building control and licensing. The Regulatory Services Test (RST) was launched in June 2007 at the Trading Standards Institute Conference and is now available for use at

At DWHRC, we only use instruments which are well researched and designed, with proven utility for the situation in question. As such, our portfolio of assessments includes:

  • 16PF5 and the Occupational Personality Questionnaire (OPQ32), measures of normal, adult personality.
  • The Myers-Briggs Type Indicator (MBTI) a different measure of normal personality, based on Jungian psychology, which is especially useful in the team-development and inter-personal relationships context.
  • The Hogan Development Survey (HDS), an assessment of the "dark-side" of personality, or the ways in which we may behave less constructively, or even dysfunctionally, towards other people. Again this is useful in the team-development context, but especially so in the development of leaders or those with "high-potential".
  • Strengthscope, a measure of individual strengths, which can be thought of as attributes which energise us and lead to peak performance. Thus, this assessment is of potential utility in situations including coaching, team development, leadership development and outplacement.
  • The Leap Team Index (LTI), a tool designed to assess the performance and functionality of teams, as a basis for subsequent team-development activities.

All DWHRC consultants are qualified to the level required by the Chartered Institute of Personnel and Development (CIPD) and British Psychological Society (BPS) qualifications framework. In practice, this means at least Level B.

Please contact us for advice on which psychometric assessment(s) might be most appropriate for your circumstances and needs.

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