Psychometric Assessment Centre
The quality of your people is key to success. Crowe DNA offers an innovative and forward-thinking approach to assess talent. Our psychometric assessment centre offers the best suite of assessments to ensure that you can confidently and accurately match the right talent to the right roles.
Crowe DNA can help you transform how you:
Hire the best talent
Build your current talent
Lead your talent
Hire the best talent“Smart decisions, lasting value”
It is vital to ensure your recruitment process enables hiring the right people to build and reinforce your organisational culture. Our suite of assessments will help support your talent selection. We offer tailor-made assessment batteries for:
- Senior management
- Middle management
- Skilled and supervisory
- Job selection
- Personal development
- Team selection
- Career guidance
- Succession planning
(a) has been scientifically shown to be valid and reliable;
(b) can be applied fairly to all employees;
(c) is not biased against any employee or group; and
(d) has been certified by the Health Professions Council of South Africa established by section 2 of the Health Professions Act, 1974 (Act 56 of 1974), or any other body which may be authorised by law to certify those tests or assessments.
Research suggests that replacement costs of an employee on management level, in a smaller company, can easily add up to six - eighteen months’ salary. By making use of psychometric assessments during recruitment, these replacement costs can be significantly minimised and smaller companies can ensure that the right people are employed in the right positions. Therefore, this will enable smaller companies to minimise replacement costs and to create a competitive advantage by ensuring the right people are in the right positions doing the right work.
The benefits of psychometric assessments may include the following:
- Make accurate business decisions
- Minimise recruitment and replacement costs
- Lower staff turnover which may lead to a greater return on investment for psychometric assessments
- Improve learning and development initiatives by focusing on specified development areas
- Build an attractive employee value proposition through effective recruitment and development practices.
However, it should be noted that psychometric assessments cannot be used in isolation to inform recruitment and selection decisions. Thus, to make the best hiring decision, both techniques should be used to minimise bias, increase objectivity and ensure fairness.
Specific training on specific uses of certain assessments are offered if a psychologist or psychometrist wants to become accredited. A registered psychometrist/psychologist will have to attend such training to acquire the skill to appropriately utilise the relevant psychometric tools.