Executive Search & Selection

Assessment Tools


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ABA Group Inc. provides a comprehensive range of candidate assessments and decision support tools to assess and evaluate candidates.We augment our behavioural anchored interviewing processes with a variety of candidate leadership assessment tools. Position appropriate and validated products from leading psychometric suppliers such as; Myers Briggs, MHS, DDI, McQuaig Institute are used to support client assessments.

Purpose of Psychometric and Personality testing tools:

  • Strategic Business Reviews
  • Management Development
  • Selection & Retention
  • Team Audits (360)
  • Succession Planning
  • Benchmarking jobs
  • Goal setting and achieving objectives
  • Interpersonal Relationships
  • Communications
  • Leadership Development
  • Structured Interviewing
  • Creative Thinking
  • Incorporating HR with business strategy
  • Emotional Intelligence

What is Psychometric Testing?
Psychometric testing refers to the process of measuring a candidate’s relevant strengths and weaknesses. This form of measurement is primarily employed to assess employment suitability, including company-candidate fit. The aim of psychometric tests is to gain an accurate bearing of the candidate’s cognitive abilities and personality/behavioural style. As such these tests measure a candidates ability to promptly and accurately learn complex information to aid in problem solving processes. Abstract reasoning tests are culture-fair as questions are presented in diagrammatical form which reduces its emphasis on verbal ability.

Cognitive / aptitudes psychometric tests


Cognitive abilities (i.e. numerical reasoning and spatial reasoning etc) are important characteristics to the successful application of skills in many occupations. Psychometric testing can provide key insights into a candidates ability to communicate, make decisions and calculate cause and effect in certain occupational scenarios.

Personality / behavioural style psychometric tests


Personality tests are assessments which require the least preparation on the candidate’s part. Rather, personality psychometric tests tend to measure an individual’s relatively stable behavioural tendencies and preferences within an occupational context. The behavioural bases of personality tests are primarily due to indirect and complex nature of personality. It is also important to note that personality tests do not consist of questions which have correct answers assigned to them.

Tests are drawn from six main cognitive aptitude types including; Abstract/Conceptual, Verbal, Numerical, Mechanical, Spatial and Emotional reasoning.

  • Abstract / conceptual reasoning assessments are psychometric tests which focus primarily on a candidates level of fluid intelligence. As such these tests measure a candidates ability to promptly and accurately learn complex information to aid in problem solving processes. Abstract reasoning tests are culture-fair as questions are presented in diagrammatical form which reduces its emphasis on verbal ability.
  • Verbal reasoning aptitude tests focus on the candidates ability to effectively pay attention to and communicate business related concepts in a verbal form. These tests pay particular attention to candidates effective use of written ideas and information to construct accurate conclusions.
  • Numerical reasoning aptitude tests establish a candidates ability to perform accurate arithmetic to understand and present conclusions regarding numerical data. Central themes emphasised is the analysis of numerical data through the interpretation of graphs and basic calculations.
  • Mechanical reasoning tests identify a candidates ability to perceive and understand the kinetic role of visual objects. These motion and effect tasks are indicative of the techniques used in everyday performance of realistic problem solving tasks. This test takes a diagrammatical form and requires candidates to understand the subsequent effects of the configuration of certain elements.
  • Spatial reasoning tests focus on a candidates ability to perceive, construct and deconstruct visual objects within differing contexts. For example, spatial reasoning tests assess whether candidates are able to mentally flip, rotate and/or fit together objects.
  • Emotional Intelligence reasoning tests target a candidate’s ability to handle emotional components (e.g. self and others emotional disclosure) in roles such as customer service, human resources, sales roles and team work. Emotional intelligence reasoning is different from personality assessments in that Psych Press utilizes psychometrically sound forms which recognises the emotional ability of a candidate.