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Psychometric Testing

Psychometric Testing (18)

Wednesday, 06 July 2011 12:09

Belbin Team Report

Written by Hazel Kirkland

Belbin Team ReportBelbin

Everyone has a different individual team role profile and in any specific team the unique combination and variety of individuals in the team all contribute to make up the overall team profile.  Understanding your team profile can help you in many ways including;

  • Team building
  • Developing a new or existing team
  • Understanding the team dynamic
  • Understanding your team strengths and weaknesses
  • Reduce interpersonal or team conflict due to behavioural differences or personality clashes


  • Better understanding of team culture
  • Improved knowledge of behavioural differences which can help reduce conflict or friction
  • Identify team role preferences, strengths, weaknesses and potential gaps so you can build a more effective team
  • The behavioural balance or profile of the team so you fully understand your team
Wednesday, 08 June 2011 16:53

How can you use Psychometric Assessments?

Written by Campbell Urquhart

Recruitment and Selection

In a recruitment context, candidates are often selected primarily for their eligibility for a role ie their qualifications, technical experience and previous employment history. However, what often determines whether someone performs brilliantly in a particular role is actually their suitability ie their fit to the role and the team in terms of personal traits and characteristics. Psychometric tests can examine candidates suitability for a role.

Team building

Psychometrics can be a productive, interesting and fun part of your team building events. We will discuss your objectives and suggest Psychometric tools which can:

  • Strengthen team understanding
  • Give the team a language to enable conversations about style, strengths and weaknesses
  • Address areas of potential conflict.

This can be woven into a day or half day which can also focus areas such as:

  • addressing the challenges facing the team
  • setting business objectives
  • thinking innovatively about problems

Management and Leadership Development

Psychometrics can play a key part of your Management and Leadership Development Programmes.

A variety of tools can be helpful in terms of awareness raising and development:

  • 360 Degree Feedback, Personality or Behavioural assessments,
  • Motivation questionnaires – what motivates your people?
  • Managerial Judgement Exercises


Psychometrics can play a key part in the Outplacement Process; helping individuals to understand their talents, focus their career searches and build their self confidence.

In this area, Personality Profiles and or Career Development reports can be a great starting point.

Wednesday, 08 June 2011 16:52

Why Use Psychometric Assessments?

Written by Campbell Urquhart

Why use psychometric Assessments?

Psychometrics provide an objective, valid and reliable method of predicting performance to

  • Improve individual and interpersonal effectiveness  
  • Enhance teamwork and organisational performance  
  • Improve staff performance, morale and retention 
  • Make sound selection decisions 

When used effectively, they also increase the transparency, speed and quality of line management decisions about people, ensuring that best practices are more readily transferred from HR processes into action

Wednesday, 16 February 2011 15:07

Psychometric Assessments

Written by Hazel Kirkland

Psychometric Testing or Assessments provide a standardised, objective, valid and reliable method of assessing individuals or groups on a range of dimensions such as personality, motivation, verbal ability and numerical skills.

How can the Urquhart Partnership help?

We can help you to:

  • Select the right people
  • Develop the people and teams within your organisation
  • Understand and utilise talent within your organisation

By asking questions…(and listening to your answers!) we make sure we understand your needs. We can then suggest an assessment or combination of assessment tools which will add value to your selection, development, leadership development, team building or outplacement processes. We can suggest the best solution for the challenges or problems you are facing.

Following the completion of a Psychometric Assessment you can discuss the results with a qualified and experienced member of our team. This allows you to discuss the results in depth and to ask questions you wish to illuminate the results. This process can also help you to construct searching interview questions and to make sound selection decisions

Feedback can also be given directly to recruitment candidates or can help with the development of individuals or teams within your organisation. This can enhance the profile of your business and set clear development areas for successful candidates.


  • Assessing candidates' personalities, aptitudes and abilities can reduce the risk of hiring someone who may not be well suited to the role or to the team and of making a costly and time consuming mistake
  • Psychometric Assessments can be used to make objective comparisons between candidates and as part of the selection process. The design and construction of Psychometrics ensures selection decisions are supported by objective information rather than being skewed by first impressions or by the stereotypes we may, unwittingly, have about groups of people.
  • Psychometrics can also be used to guide the development of individuals or teams
Wednesday, 16 February 2011 12:32

Complete a test online

Written by Hazel Kirkland

Complete a test online

ComputerSome of the psychometric tests and assessments we use can be completed online.

If you would like to complete a psychometric test, please email This email address is being protected from spambots. You need JavaScript enabled to view it., stating which test(s) you would like to complete and we will get back to you with instructions.

Please note - we only use reputable and recognised tests which offer significant value to individuals or organisations and as a result, they all cost money to produce.

Winking faceIf you're just in the mood for some fun, why not complete some of the tests at TestQ which has a range of career quizzes.

Wednesday, 16 February 2011 12:31

Psychometric Uses, Time to Complete and Costs

Written by Hazel Kirkland

Psychometric Costs

We offer a range of online Assessments, as detailed in the tables below. In addition to these, it is also possible to conduct paper and pencil versions of assessments individually or in groups.

Please contact us to discuss your specific challenges and needs as we would be happy to discuss on a no obligation basis.

Report16PF5; Personality Profile / Career Development


  • Selection
  • Development
  • Career Development
  • Outplacement


45 Mins


Cost per Report:


ReportMyers Briggs


  • Individual Development
  • Teambuilding


40 Mins


Cost per Report:


ReportBelbin Reports (various)


  • Individual Coaching
  • Team Development
  • Easing frustrations and interpersonal conflict


10 - 20 Mins

Cost per Report:

£15 - £75



  • Succession Planning: identifying managerial potential in individuals and readiness for fastrack promotion.
  • Supporting a coaching or mentoring programme
  • Providing input into an individual's development plan
  • Support with developing the executive thinking skills of top teams
  • Recruitment and Selection (from Graduates up to Senior Management levels)




Cost per Report:



ReportPsychometric Feedback


  • Feedback to Managers and Individuals.
  • Development of probing interview questions based on personality and style.

Time: Varied

Cost per Report: Varied


ReportCompetency, Aptitude and Ability tests


  • Assessing abilities and aptitudes pertaining to different roles (eg numerical reasoning, verbal reasoning)

Time: Varied

Cost per Report: £25 - £240




  • Building productive teams
  • Developing effective managers, supervisors, leaders
  • Training a powerful sales force
  • Improving customer service
  • Easing frustrations and interpersonal conflict
  • Enhancing communication
  • Managing and resolving conflict


  • Improving personal diversity, awareness and recognition
  • Improving the bottom line productivity
  • Assisting in hiring, recruiting, promotion and outsourcing
  • Managing change
  • Enhancing quality
  • Managing, counselling and coaching of individuals


Cost per Report: 

£75 - £150

Wednesday, 16 February 2011 12:30

Psychometric Consultancy

Written by Hazel Kirkland

We provide support with a wide range of psychometric assessments. You may feel it would be valuable to use some form of assessment but are not sure exactly what to use, or how to administer or interpret the tests.

We can provide a lively, charming and quirky Chartered Psychologist (we promise she won't bite...and we promise absolutely no psychobabble!) who can offer a professionally tailored psychometric consultancy and assessment service which can:

  • Identify the best assessments to use depending on your specific requirements
  • Professionally administer and interpret the assessment
  • Offer confidential, relaxed and productive feedback sessions which can enable you to make sound selection decisions, raise self awareness and improve performance in the work place


  • We are experts in the use of psychometric assessments so you dont have to worry about which are the most effective assessments to use
  • We only charge for the actual consultancy time required which means we can deliver a highly cost effective service for even one off report requirements
  • We have access to Chartered Psychologists who are experts in their field and can provide up to date advice
  • We are an objective, third party which means it is easier for us to discuss sensitive or difficult issues
Wednesday, 16 February 2011 12:30

Sample Psychometric Reports

Written by Hazel Kirkland

Sample Psychometric Reports

Click on any of the reports below to view an example report:

Wednesday, 16 February 2011 12:30


Written by Hazel Kirkland


Scenarios is a test of managerial judgement, measuring an individual's ability to weigh up real life managerial situations and to decide on appropriate and effective ways of handling them.

Scenarios allows managers to obtain meaningful feedback on their strengths and development needs in the area of managerial judgement; either for themselves or their teams.

As well as recruitment, Scenarios is an appropriate tool for:

  • Succession planning: identifying managerial potential in individuals and readiness for fast track promotion.
  • Supporting a coaching or mentoring programme
  • Providing input into an individual's development plan
  • Support with developing the executive thinking skills of top teams


  • Allows you to more effectively gauge a prospective employees management capability before you employ them
  • Using "real life" scenarios demonstrates how someone would deal with this and gives a strong indication of how they would actually perform in the work place
  • Provides useful feedback on managerial strengths, weaknesses and areas for development
  • Helps select and identify employeees that are ready for further career progression
Wednesday, 16 February 2011 12:29

Myers Briggs

Written by Hazel Kirkland

MBTIMyers Briggs

The MBTI® (Myers-Briggs Type Indicator) provides a framework for individual and group development. It encourages self-awareness by looking at how people perceive the world and how they prefer to interact with others. The MBTI is widely used throughout the world; with more than 3.5 million questionnaires are completed every year. It is backed up with more than 50 years of research and development, and is available in 19 different languages. The report enhances understanding of oneself and others and is best used combined with feedback.

The MBTI instrument sorts individuals into psychological 'types' so they can understand how they may share preferences with some people and have very different preferences to others. It also helps people to understand how they can improve their working and personal relationships in a positive and constructive way.

The MBTI questionnaire describes an individual's personality preferences in four dimensions:

  • Extraversion or Introversion -the extent to which people prefer to draw energy from the outer world of activity, people and things or from the inner world of reflections, feelings and ideas. It also examines how people prefer to focus their attention; externally, by talking and discussing or more internally, by thinking or writing.
  • Sensing or Intuition - how people prefer to take in information, the extent to which people focus on information gained from the five senses and on practical applications or on patterns, connections and possible meanings
  • Thinking or Feeling - examines people's preferences in terms of decision making. Some people tend to base decisions on logic and the objective analysis of cause and effect; whilst others base decisions more on values and on considering what is important to people
  • Judging or Perceiving - examines the manner in which people deal with the outer world. Some prefer a more planned, organised approach to life, and to have things decided ahead of time, whilst others prefer a more flexible, spontaneous approach and to keep options open for as long as possible

Myers Briggs reports can be used for a range of areas including:

  • Individual development
  • Management and leadership development
  • Team building and team development
  • Organisational change
  • Improving communication
  • Counselling, coaching and mentoring

Visit the Myers Briggs website for more information.

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