How employees behave on the job—how they work with others, manage teams, strive to meet goals, overcome setbacks, or analyze problems—is directly connected to the achievement of job-related objectives. Behavioral assessments identify people with the potential to succeed in a role and can sift out candidates who are not suitable based on the required behaviors. Job performance is often dependent on personal qualities such as a candidate’s drive and ambition, on how they fit into your team or organization, or on how inspiring they are as leaders. Personality assessments measure characteristics that predict performance and future potential in a specific job.The ability to solve complex problems, make decisions, and use sound reasoning are among the most critical competencies needed by today’s workers. Cognitive ability assessments are robust tools that reveal an individual’s reasoning, logic, and ability to work with information and can accurately predict potential for success.
IIHRM's Multi-Method Assessment
IIHRM's Multi-Method Assessment for Small and Medium-Sized Firms.
IIHRM/TTG C-Factor; C-Factor test assesses candidates on different facets of their skills and abilities rather than judging them merely on the depth of their resume.
Assessment and Development Center Facilitation
Cognitive ability assessments comprise multiple-choice items that measure various abilities,.ability.
C-Factor test assesses candidates on different facets of their skills.