Five things, done properly.

Psychometric testing

Validated tests that match a candidate against what the job actually requires, run under the same conditions for every candidate, and read by a registered occupational psychologist.

Typically used for

• Graduate and management trainee intakes
• Shortlists for management and director level roles
• Promotion and succession decisions
• Aptitude testing where a specific ability matters

Recruitment

Permanent, fixed term and temporary, from management upwards. The assessment is part of the process, so a shortlist arrives with more than a CV behind it.

What you get

• A shortlist with a written rationale for each name
• Assessment results for every shortlisted candidate
• Reference and qualification checking
• Guidance on the offer, and on what to watch in the first ninety days

Climate and engagement surveys

Only worth running if people can answer honestly and something happens afterwards. Built for your organisation, run confidentially, handed back with the actions it points to.

Commonly measured

• Engagement and intention to stay
• Trust in management and in communication
• Working conditions and psychological safety
• Where the organisation and its stated values disagree

Career solutions

Interest and aptitude testing for people choosing a direction, or changing one. Every result comes with a conversation, because a score alone has never helped anybody decide.

Who this is for

• School leavers choosing a degree or a trade
• Graduates deciding between offers or directions
• Professionals considering a change of field
• Employers running internal career development

HR interventions

Sometimes the problem was never the people. Structure, job design, grading and what the organisation actually rewards. SMEs do not need less HR, they need better access to it.

Where we are usually asked in

• Job evaluation and grading
• Organisational structure and job design
• Performance management that people take seriously
• HR advisory for businesses without an HR function