ASSESSMENT FOR SELECTION & DEVELOPMENT

When it comes to employee selection and development, more and more organisations are realising that well designed and professionally managed assessment processes provide enhanced objectivity, increased efficiency and fairness, stronger employee engagement and ultimately better decision-making ability.  New Paths has deep specialist knowledge and expertise in assessment, which means we know how to navigate through this vast and complex field to arrive at the best possible solution in any given circumstance. We have access to a range of assessment tools, including (but not limited to) the following:

  • Saville Aptitudes and Wave Styles Portfolios 
  • Hogan Assessments 
  • Genos Emotional Intelligence Assessments
  • MSCEIT Emotional Intelligence Test
  • SHL-CEB Ability Tests and Occupational Personality Questionnaire (OPQ) 
  • TalentQ 
  • Strong Interest Inventory 
  • Strengths Assessments
  • 360 Degree Surveys

We also design and build customised, realistic and engaging Assessment and Development Centre materials that can be used for employee selection, leadership development and high-potential programs across all levels of your organisation.  

What are the benefits?

The advantages of using proper assessment techniques in employee selection and development contexts are indisputable.  Given the costs associated with making poor hiring and promotion decisions (eg. time, money, reputational damage), it makes good sense for organisations to do all they can to get it right.  Offering high quality developmental diagnostics to your employees enables them to receive meaningful, objective and personalised feedback that can enhance their performance, engagement and satisfaction at work. Assessment methods such as valid psychometric tests, assessment centres, behavioural simulations, 360 degree surveys and behavioural interviews allow us to uncover meaningful information about people’s strengths, potential, motivations and areas for development; information that cannot always be reliably sourced using ‘traditional’ activities such as reference checks, resumes and unstructured interviews.

Leadership assessment