Identifying Talent

Psychometric testing allows you to make more informed choices when recruiting key staff helping you to decide whether a candidate’s behavioural traits and core skills and abilities match the role in question. All CarterCorson consultants are qualified in Level A and B Psychometric Testing and we can advise you on which test or combination of tests will provide you with the information you require.

Tests that we use include:

• Personality Tests (e.g. OPQ, WAVE, 16PF, Hogan Personality Inventory)
• Emotional Intelligence Questionnaires
• Motivational Preference Inventories
• Hogan Development Survey
• Verbal and Numerical Tests
• Analytical tests
• Problem Solving
• Creative thinking tests

We select and administer the relevant tests to get beneath the surface of your candidates.

A robust 360-degree tool allows you to build a reliable and rich understanding of performance and has been linked to improved levels of employee engagement, managerial learning, informal feedback and culture change in organisations.

As experts in psychometric principles we enable you to roll out an effective 360-degree assessment process which matches your needs – whether that be an off the shelf product that we can advise on, or a bespoke design that is tailored to your specific organisational competencies and values.

Assessment centres are currently the most valid way to assess the competence and behaviours of an individual against the demands of a role. CarterCorson’s reputation for designing and delivering high level, successful and creative assessment centres, is second to none.

Whatever the role, we will work with you to identify candidates with the skills, behaviours and motivation required to prosper in the role.

A well constructed development centre offers a range of benefits for both an employer and its employees. Our development centres provide a safe environment to explore personality, intellectual capability and values, and to gain a detailed profile of an individual’s existing strengths and development needs.

We provide development reports and feedback to individuals, providing a solid foundation from which to build.

Having an intelligently thought out, robust selection system can ensure that from job analysis to appointment, the right decisions are being made – and can increase productivity by 10% of labour costs.

We work with you to understand your requirements, create a system that will be efficient, sustainable and candidate friendly – and ensure that you choose those with the talent to drive your organisation forward.

In order to work effectively, your selection system must be reliable and valid. As Chartered Business Psychologists, we are experts in assessment methodology and validation techniques.

We can tell you how effective your current assessment process is, and provide guidance on ways to improve it.

An effective competency framework will provide a basis for assessing and monitoring performance across all major HR purposes (e.g. recruitment, training and performance review). Such frameworks should incorporate interpersonal, achievement and intellectual competencies and be regularly updated.

We will work in partnership with you to develop robust competency systems which will enable you to ensure that your selection, development and appraisal systems are aligned, joined up, and built upon a solid foundation. (linked to leadership model eg case studies NHS London

Increasingly organisations are under pressure to streamline and simplify the selection process, whilst remaining effective. We have developed an online approach to assessment which is rigorous, cost effective, and faster than traditional approaches.

Our reports provide a clear summary of the assessment results and guidance on areas which you may wish to probe further at interview, to make informed selection decisions.

For more information on this and to see an example report, please contact us on 0161 929 7750 or send us an email

A good succession planning strategy can reduce an organisation’s vulnerability to vacancies in business critical roles and most plans should cover such roles for the next 3 years. We help to identify positions in an organisation where a vacancy would have a negative impact on the company. We then use a range of techniques and tools to identify individuals in the organisation who are capable of operating at a higher level, creating development plans to ensure that they can then step into any vacant roles within the timescales required.

Where no internal successors can be found, we can identify alternative strategies to cover any potential risk of key roles becoming vacant.