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Assessment:
Objective data: your roadmap to success

As organisations become more sophisticated in their use of analytical data, one of the biggest challenges is knowing how to incorporate those insights into decisions about people; who to recruit and how to get the best out of them.

Using world-class assessment tools, PeopleScape can help build awareness and insight into your people. We provide you with the information you need to make informed decisions to drive your business to new levels of success.

“To make the right decisions, you need to be armed with the right information”

Don’t drown in data – use it to get ahead:

Businesses often make poor hiring decisions because they rely too much on intuition and other subjective, less-valid forms of assessment. Intuition can play a role in decision making, but it needs to be considered alongside other objective, measurable data.

Without the insight and clarity that comes from objective measurement, organisational strategies end up no more than an optimistic shot in the dark.

Welcome to the psychometric future:

Data gained from psychometric assessment can be used across the whole employee lifecycle; from recruitment to development to succession planning and career transition:

Integrated leadership development:

The use of psychometric assessments for recruitment and selection is essential in the end-to-end recruitment process of modern business. PeopleScape consultants are experts in recognising how to take the data from these assessments and apply it to transform your business.

Leading for performance and wellbeing:

At PeopleScape we know that identifying clear and targeted development goals is the first step to delivering positive and sustained behaviour change and performance improvement. Our individual and team assessments provide deep insights which help create specific and tailored goals for development programs.

Organisational insights – wellbeing, culture, engagement:

Our organisation-wide surveys provide an objective lens for viewing your entire organisation from a strategic perspective. The data we capture is presented in a simple and pragmatic way, allowing the creation of very clear action plans to drive positive cultural change, enhance engagement and increase wellbeing.

Get in touch today to find out how PeopleScape can help incorporate objective data into your recruitment, development and organisational strategies.

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PeopleScape Events

Melbourne:
23. May 2018

The power of narratives

PeopleScape is delighted to present guest speaker, Leanne Perryman, People and Culture manager at Surf Coast Shire Council, to share her story of using narrative techniques to shape their leadership and culture journey with wonderful results. Their creative and deeply engaging approach is a story well worth hearing! We will also briefly highlight some of…

Sydney:
14. June 2018

Successful career transitions – what does the new research tell us?

Many well-known career transition models have been in existence for decades built mostly on anecdotal evidence of what works and what does not. PeopleScape has recently conducted research to find the most effective strategies to help guide organisations and individuals with career management that drives higher personal and organisational commitment, aligns personal and business motives and…

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Assessment related news & articles

PeopleScape

360-Degree Feedback: One size does not fit all

Organisations have a vested interest in the performance of its leaders and it can often be difficult to identify exactly how well your leaders are performing and in which areas there is room for improvement. 360-degree feedback tools can assist in answering important questions about leaders’ specific workplace behaviours and style, degree of alignment to…

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Tuesday Tip #12: Make smarter recruitment and selection decisions

Today’s tip is to take an integrated approach to psychological assessment in order to make smarter recruitment and selection decisions. Whilst CV’s and reference checks are part of the standard recruitment process, these are essentially no better than tossing a coin and add little value to your final selection decision. The best available research shows…

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The most powerful predictor of future performance

Have you ever hired someone and then realised within the first 6 months, or even within the first few weeks, that the person is not right for the role or the organisation? Here’s how psychometric assessment can reduce this risk. Have you ever “got it wrong”? Psychometric assessment isn’t the silver bullet but it is…

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5 psychometric myths exposed

There seems to be a lot of confusion both in our industry, organisations and society regarding the use of psychometric assessments including their purpose, how they are used and whether or not they actually work. Like any tool, their effectiveness is defined by the ability of the user to interpret a problem, design a solution,…

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What do the best job interviews involve?

Interviews are always a key part of the recruitment and selection process. Unfortunately when attempting to select the best person for a job, interviews are often not performed well. When job interviews aren’t done right, their ability to predict future performance is low. The good news is we know the key ingredients that will increase…

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Tuesday Tip #3 – The Importance of a Psychometric Assessment Debrief

This week’s Tuesday tip is all about the importance of a results debrief to get the most out of psychometric assessments. Hiring managers are often very busy, but a targeted meeting to discuss the candidate results and fully incorporate this information with other data collected throughout the recruitment process could be the key to a successful…

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Getting ‘bang for your buck’ from psychometric assessment

Organisation’s that understand the value of psychometric assessment in making hiring decisions don’t always get the value this data offers in on-boarding and ongoing development. Even the best candidates will have development needs. Using the insight provided by psychometric assessment can help you support you shift your newest people from good to great or perhaps…

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